It is well-known that aggression is not a positive trait in the workplace. But did you know that being passive is not any better? Striking a balance between these two behavior traits is the sweet spot for leading a productive workplace. The term for this sweet spot is defined as being assertive.
Assertive leaders foster more employee engagement when communicating with their teams than their aggressive or passive counterparts. This engagement leads to stronger team bonds. Strengthening these bonds is essential, as collaborative work makes up 80% of the average employee’s day. (1) Additionally, employees spend about 50% more time engaged in collaborative work than five years ago. (1)
Toeing the line between an assertive and aggressive communication style can be tricky. Much like walking a tightrope, leadership action that is too passive can result in ineffectiveness, while too much aggression can result in resistance.
So, how do you strike the delicate balance between these different approaches? Why do assertive leaders help improve employee engagement and communication among teams? Get the answers below.
THE DIFFERENCE BETWEEN ASSERTIVE AND AGGRESSIVE BEHAVIOR
While assertive and aggressive behavior have some similarities, fundamental differences exist between them. It is crucial to look at passive behavior, as well, because this approach has serious drawbacks.
Assertive Leadership
Assertive leaders are confident and stand up for themselves, but they also recognize and respect their employees’ wants, needs, and feelings. An assertive leader truly listens when others are talking rather than merely planning what they will say in response. They do not pull rank by interrupting or cutting off their employees just because they are higher in the company’s hierarchy.
Assertive leadership example: The fictional character Jack Donaghy (portrayed by actor Alec Baldwin) in the sitcom 30 Rock is a confident, no-nonsense executive who takes charge, makes decisions, and expects high performance from his team. His character traits include genuinely investing in the success of his employees, tolerating idiosyncrasies, taking an interest in the things that matter to his workers, and adding a personal touch to his leadership. (2)
Aggressive Leadership
You could say that an aggressive leader is all about “me, me, me.” Their only priority is benefiting themselves. This leader constantly talks over their employees because they believe their contributions are the only ones that matter. They rationalize that the employees who report to them are their inferiors. Arrogance takes the place of confidence in the psyche of an aggressive leader. Their self-serving attitude also means ignoring the wants, needs, and feelings of others, including their team members. An aggressive leader does not compromise, and they bully their employees.
Aggressive leadership example: Celebrity chef Gordon Ramsay is widely known for his highly critical communication as well as his demanding and aggressive leadership. (3) Some of his aggressive traits include shouting at people, insulting people, being insensitive to feelings or situations, and general arrogance about his knowledge and celebrity status.
Passive Communication
At the polar opposite end of aggression is passivity. A passive leader does not express their opinions or push back on employees who disagree with them. They dismiss their own wants, needs, and feelings entirely and put others before them at their own expense. These leaders are the first to disrespect themselves by allowing others to treat them like doormats.
Passive leadership example: The fictional character Michael Scott (portrayed by actor Steve Carrell) in the sitcom The Office is more interested in having his employees like him than he is in leading them. Some of his passive traits include indecisiveness, lack of direction, allowing (and even contributing to) unprofessional workplace conduct, and wanting to be friends with his employees. (4)
Why Neither Aggressive nor Passive Leadership Works
Both aggressive and passive leadership approaches negatively affect teams but in different ways.
Employees who report to an aggressive leader feel they cannot speak up or even share ideas without their boss shutting them down. Their manager’s outright dismissal or intimidation can make these employees feel insecure about their abilities and/or resentful of the leader. These team members might fumble in areas where they would otherwise excel. The more downtrodden these workers feel, the less engaged they become.
A passive leader loses control of their employees at the outset of their time managing them. When people do not respect their boss, they become disinterested in their work, and the lack of respect overflows to their teammates. Without inspiration from their leader, employees struggle to see the value of their work. As employees check out mentally, their engagement levels take a severe nosedive, leading to ineffectiveness and low productivity.
WHY ASSERTIVE LEADERS BUILD SUCCESSFUL TEAMS
Assertive leaders benefit their teams in many ways, with improved engagement standing out as one of the most important. Here are more details about the positive effects of assertive communication between leaders and their employees.
Sharing of Great Ideas and Critical Insights
When employees feel heard and respected by their boss, they are more inclined to share their ideas and feedback. The more people contributing their insights, the more likely your team is to formulate solutions that work.
Effective Resolution of Conflicts
Since an assertive leader is neither too aggressive nor too passive, they are skilled at resolving conflicts for their employees. This person keeps a cool head and truly sees both sides of the argument. In this way, an assertive leader can more effectively resolve conflict than their aggressive or passive counterparts.
Successful Problem Solving
No person is an island, and that includes leaders. While at times it might seem like you have all the answers to one problem, this is certainly not the case for all the problems you might encounter. In these circumstances, you need the might of your team behind you. An assertive leader expertly guides their team members through solving the problem. This manager fosters successful problem-solving by truly listening to each employee’s thoughts and ideas.
Improved Productivity Through Constructive Feedback
Employees need to understand precisely how they can fix any areas of weakness in their work. Constructive feedback from their manager clarifies the areas of improvement and ways the employee can make these improvements. An assertive leader not only guides employees in fixing the problems in the assignment in question but also helps workers improve overall.
Better Employee Engagement Through Job Satisfaction
A working environment with mutual respect, solid conflict resolution, and productive teamwork feels welcoming to employees. It is an environment that most people want to remain in, and it engenders positive emotions. Higher satisfaction levels also lead to high engagement levels among employees.
Stronger Bonds Between Teammates
When they are led by an assertive leader who takes proactive steps to build the bonds between them, teammates feel more like a unit. These employees regard their co-workers as people they can count on and trust to help them succeed– individually and as a team.
HOW TO BECOME AN ASSERTIVE LEADER
Although some people come by assertiveness more naturally than others, most are not born this way. Anyone can become an assertive leader! Get started by following these tips:
- Make and maintain eye contact during face-to-face conversations.
- Let employees complete a sentence or their thoughts before you speak.
- Practice active listening by absorbing what the other person is saying and making affirmative gestures like nodding or smiling.
- Take accountability for your own mistakes or shortcomings while holding employees accountable for their own.
- Actively seek employee feedback, ideas, and solutions to let them know you value their contributions.
- Never assume, regardless of the situation. Address issues workers may have head-on and in a calm, rational manner.
ASSERTIVE LEADERS HAVE ENGAGED EMPLOYEES
When a manager adopts an assertive leadership style, they help boost employee engagement levels and strengthen the bonds among their team. It is the epitome of a win-win for all.
If you want to ensure your next business event positively impacts your leadership team, contact Gavel International! We have years of experience organizing corporate meetings and can help your company meet goals at your next big occasion.
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SOURCE(S):
1 https://hbr.org/2016/01/collaborative-overload
2 https://www.tomcuthbert.com/blog/management-lessons-from-30-rocks-jack-donaghy
3 https://realbusiness.co.uk/12-fictional-characters-that-leaders-can-learn-from
4 https://risepeople.com/blog/michael-scotts-management-style/
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