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Microsoft CEO Satya Nadella emphasizes that hiring smart individuals is essential, but if they lack empathy, it's a missed opportunity. Nadella believes empathy is crucial for fostering collaboration, understanding customer needs, and driving innovation. Employees with empathy can better connect with colleagues and customers, leading to more effective teamwork and solutions that resonate with users. Nadella's stance underscores the significance of emotional intelligence in creating a positive and impactful work culture.
Nadella looks for one key trait in future Microsoft employees.
Satya Nadella, the CEO of Microsoft since 2014, is a compelling leader whose humble approach to leading Microsoft stands out for his emphasis on empathy, adaptability, and a growth mindset.
If you're looking to hire, Nadella gave some great advice a few years ago on what leadership traits to look for when considering job candidates. Sure, everyone seeks the smartest and savviest, but one other trait appears to be non-negotiable. Nadella said:
The most important attribute that any leader needs to have--and it is often underestimated--is the need to create clarity when none exists.
When everything is clear and well-defined, a leader has done her job well. However, when information is lacking and ambiguity prevails, Nadella says a leader's ability to bring clarity is paramount. Nadella adds that those who can navigate through uncertain times and provide clarity on the road ahead are invaluable.
In uncertain situations, having clarity is crucial. Whether you're an emerging leader who got hired for that job at Microsoft or a seasoned leader looking for ways to improve your skills, here are three ways to provide clarity through clear and effective communication:
Great leaders provide leadership by communicating consistently about where the bus is headed. Over four decades, Gallup's research has measured the top reasons employees are disengaged, leading to turnover. One of the top five reasons is not having clear goals and expectations. So, every leader should be asking the question: Do my team members know what is expected of them? Gallup's research shows that many great workplaces have defined the right outcomes; leaders/managers will set goals for their people or work with them to set their own goals. They do not just define the job but define success on the job.
Once managers step outside their comfort zones to create clarity and provide their people with direction, something else needs to happen. Since communication is a two-way street, managers must ask for the opinions of their brightest team members; otherwise, trust between them can deteriorate. You can't create clarity without the ability to give and receive feedback when addressing challenging issues. Leaders who do it well have open ears, seek out examples to clarify, share feelings, remain open to discussion, and then commit to change.
Poor communication is often the root cause of conflicts in the workplace. Although conflicts are virtually unavoidable, they can be prevented through communication practices like healthy confrontation. It may not be what most people want to hear. Still, healthy confrontation is often the most efficient way to cut through the drama and achieve positive outcomes. But it does require courage and a positive attitude to get there. A helpful tip for those uncomfortable with confrontation is substituting the word confront with clarify. In other words, instead of confronting a person, see it as an opportunity to clarify the issue. This approach can further promote clarity to an unresolved issue, set reasonable expectations, and establish accountability on both sides.
Source: Inc
