What do THEY think?

There are times when considering what others think can hold us back, when assuming an “I don’t care what anyone thinks of me” mindset can be empowering – when you’re pursuing an unexpected dream or expressing yourself through art, for example. But when it comes to leading and building bonds within a team and/or organization, understanding other’s perceptions can provide valuable insight that propels you forward.

By tuning into stakeholder perceptions, leaders can become aware of their blind spots and deficits, signal humility and vulnerability, and gather invaluable feedback and feedforward – suggestions for improvement – that can lead to stronger communication and productivity among teams.

What Is a Stakeholder and How Do Their Perceptions Impact Organizations?

Within the context of my work, which is based on a stakeholder-centered coaching methodology, a stakeholder is defined as anyone invested in the leader’s improvement and effectiveness. Stakeholders are typically individuals within the organization such as managers, direct reports, peers, and sometimes external parties like customers or family members who are affected by the leader’s behavior and performance. They are actively engaged in the coaching process by providing feedback, observing changes, and supporting the leader’s development efforts. Stakeholders are essential because they can provide valuable insights and feedback that are critical for the leader’s growth and the achievement of their improvement goals.

So how can perceptions of leaders manifest in an organization? Here are a few examples:

Trust and Transparency
Leaders may be perceived as trustworthy if they practice transparency with their stakeholders — e.g. shedding light on organizational changes and challenges. When stakeholders trust a leader, they are more likely to be engaged and committed to their roles. For customers, partners, and shareholders, this means continuing to support the company. For employees, this means feeling safe to take risks, share ideas, and collaborate freely, which can significantly enhance productivity, engagement, and innovation.

Credibility and Influence
Credibility comes from consistently demonstrating integrity, competence, and reliability — whether through publicized thought leadership, team meetings and town halls, or through the business’s products. When stakeholders believe in a leader’s capabilities and vision, they are more likely to support initiatives and work towards common goals, thus driving organizational productivity.

Empathy and Kindness
When leaders act with empathy and kindness, it can build trust and connection. This has also been scientifically linked to the release of oxytocin (also known as the “love hormone”), an important part of relationship building. A point of caution: people can tell when empathy and kindness are disingenuous; any inauthentic attempt at empathy and kindness will likely have the opposite effect: distrust and lack of cooperation.

How to Gauge Stakeholder Perceptions

Gaining a clear understanding of stakeholder perceptions requires intentional effort and a variety of strategies. Here are some practical steps leaders can take to track how they are perceived:

Regular Surveys and Polls
Conducting anonymous surveys or polls is a straightforward way to gather honest feedback from stakeholders. Ask specific questions about trust, communication, and leadership effectiveness to pinpoint areas for improvement. Regularly scheduled surveys can help track changes in perception over time. When suggestions are made, however, it’s important that the leader address them through action or discussion. Otherwise, surveys and polls will not be taken seriously.

One-on-One Meetings
Personal interactions provide deeper insights into stakeholder perceptions. Schedule regular one-on-one meetings with key stakeholders such as team members, partners, and clients. These conversations can uncover valuable feedback that might not surface in a group setting. They also offer the opportunity to observe nonverbal cues like body language and tone.

Monitor Social Media
Social media and the internet are great places to gather public perceptions – within reason. You might learn a thing or two about how you’re perceived by checking comments, reviews, and mentions on platforms like Glassdoor, LinkedIn, and Reddit. But check yourself – attaching too much meaning to social media criticism can be harmful on many levels.

Foster a Culture of Open Communication
Establishing a culture of open communication and feedback will positively impact all aspects of the organization. Let your stakeholders know that their opinions matter and that you’re not just listening but are ready to act on their insights. This will not only reinforce trust but also keep the lines of communication open and flowing.

Making the Adjustments

You’ve begun to collect feedback and make observations about how you are being perceived as a leader. Now what? It’s time to act. Consider following these steps to translate stakeholder perceptions into ongoing growth for you and your organization:

1. Start by identifying common themes and areas for improvement.
2. Prioritize changes that will have the most significant impact on trust, credibility, and engagement.
3. Communicate your plans to stakeholders, showing that you value their input and are committed to growth.
4. Implement changes gradually, continuously seeking feedback to ensure you’re on the right track.

Remember, adjustments are not one-time fixes but rather represent an ongoing effort to align your leadership with the needs and expectations of your stakeholders.

Conclusion

Staying attuned to stakeholder perceptions is a powerful tool for leadership growth. By understanding how you’re viewed and taking proactive steps to address feedback and feedforward, you can foster a reputation of trust and credibility while increasing productivity. Remember, being a perceptive leader isn’t about seeking approval but about building meaningful connections that drive success. Embrace this ongoing journey, and watch your leadership — and your organization — thrive.

If you would like more information on my stakeholder-centered coaching practice, visit my coaching page or book a free discovery call to learn how I can support you and/or your organization.