Of the many illustrations of a leader’s prowess, loyalty from those they lead is the crowning jewel.
Loyalty represents the unique status of trust, respect, and commitment all rolled into one. When team members feel loyalty to a leader, their steadfast allegiance to the leader’s vision, values, and goals makes everything less cumbersome.
Leaders with loyalty don’t get a pass, but they do enjoy the benefit of the doubt and the enthusiastic support of nearly everything they do.
No wonder leaders of every stripe strive to acquire more loyalty from their team and team members. But attaining loyalty isn’t easy. It takes time and investment.
Loyalty is a leadership superpower that can’t be rushed, bought, or traded. It is forged over time by the consistent and intentional actions of a good leader with high character.
To attain the highest degree of loyalty, leaders must elevate four qualities within their control.
First, leaders who desire loyalty must learn to demonstrate it first.
Reciprocity is the foundation for loyalty in all relationships. Leaders who consistently give loyalty by protecting, defending, and supporting others, especially during difficult moments, often receive it in return.
Team members who experience consistent support and commitment from leaders typically return the favor and offer the same behaviors back.
Second, team members are more loyal to those leaders they perceive as having a higher character.
Honesty, integrity, empathy, and morality are table stakes. Leaders who demonstrate they are trustworthy and genuinely committed to others’ well-being and goals engender a sense of safety and belonging.
When team members come to believe through their direct experience that a leader wants what is best for them, they reward this discovery with loyalty.
The third pathway toward loyalty is to convey a strong sense of purpose and shared values.
People are loyal to leaders who hold similar values and a vision they find compelling. When people feel their work or role contributes to a mission or cause greater than themselves, they feel valued and connected.
The solidarity around a common purpose binds people together. When the leader and the vision are inseparable, commitment to the shared goals translates to loyalty to the leader.
Lastly, leaders who affirm people’s worth and potential compela unique sense of loyalty from them.
People naturally believe in people who believe in them. They use this belief to boost their confidence and to make them feel more important.
Leaders who let people know that they count, are appreciated and valued, and are prized for who they are (including their flaws) commonly enjoy the fiercest loyalty.
When people feel genuinely valued, it fosters a deep trust and a sense of security. The reward is loyalty and commitment to the leader who offered such unconditional acceptance.
How loyal are your team members? Which of the four qualities is the primary reason why? Consider strengthening any of the qualities to forge more loyalty.
Loyal team members are more likely to support leaders, especially during challenging moments, to communicate openly even when facing uncomfortable truths, and to protect the reputation of the leader inside and outside of the organization.
Make the investment to create more loyalty. One loyal team member is worth a dozen talented colleagues.
