R.E= T x C + AL

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Thank You,

Dustin Dale

What is that "thing" we always hear speakers and subject matter experts talk about? I've heard the phrase, "Just do these things, and it will make all the difference."

However, I was still sitting there trying to figure out that "thing."

When it comes to leadership development, I often see the same confusion, or maybe a better word, frustration when it comes to being a better leader.

Well, today, I am sharing one of my most private principles with you. This principle is most often raved about during leadership training.

So, what does this formula represent?

It's the building and winning formula for Relationship Equity (R.E).

Every leader should be mindful that to truly achieve higher levels of productivity and success, they need relationship equity with their teams, customers, and organization.

This slide below is directly from my training program.

Relationship Equity is often the difference maker in the "eye" of the employee and the leader, and it's critical to both individuals and the team.

But how can a leader maximize this formula?

Let's break it down.

(T) stands for Time, and time is one of the most complex "things" or "concepts" to understand in life and even more so in leadership.

Why is that? Well, we all have 84,600 seconds in a day—everyone. Period. But how those seconds are maximized is critical.

I ask how often a leader has people on their calendar. Typically, it's full of tasks, meetings, dinners, and community events, but how much time is set for the actual "leading" or " people-focused" portion of the job?

One leader challenged me during a session and said that even though they agreed with the principle, they shared that their job requirements are more focused on tasking and compliance than the "development" side of the business.

It was a great interjection, and I did agree with him that some jobs are very task-heavy. However, my question was, did he complete every task by himself?

He said, no, that's impossible. He used his team.

Then I asked him if he only just told his team what to do.

He said yes. He often holds meetings, sets the agenda, and then tells everyone their role, etc.

I told him he was spending the wrong "time" with his team.

I explained that he is already spending "time" with the team and individuals, but instead of just telling them all what to do, he should change the conversation and flip the script to focus more on teaching and training the objective's ask. His time could remain the same.

So, if you find your position as a leader, senior leader, or C-Suite, then realize your time is how you spend it. Pay attention to your communication and invest in development conversations vs. a "go-do" mindset. You want your employees to be intelligent and problem-solvers; the only way they become is when they are given the chance.

This takes us to the second part of the formula: C (consistency).

A leader can invest "time" in their team's development, but it also has to be CONSISTENT time vs. hit and miss.

Effective development is consistent because the learning principle is reinforced and remembered. When employees receive consistent training, conversations, challenging problems to solve, and mentorship, they evolve instead of constantly doing the same thing.

For those growth periods, leaders must be consistent with their time.

When I work with organizations and help them develop stronger leadership cultures, I often find a gap in development training or the "flavor of the month" but rapidly switch to another idea, program, etc.

This again goes back to working through the task vs. development dilemma, but organizations should be mindful that tasks can and often do lead to development.

To build relationship equity with your employees, focus on a consistent learning plan/development program that allows you to spend time with them and have deep-thinking conversations that engage in thought perspectives.

When a leader is consistent with an employee, the leader often observes the learning behaviors and patterns the employee displays.

This is where we arrive at the last portion of the formula: AL (Active Listening).

When a leader is focused on building relationship equity, they will invest their time in the proper focuses and be consistent in the pursuit of development. While completing those first two portions, they will also adhere to an active listening mindset.

Active Listening is critical! I can't stress that enough, and I often use the phrase "Seek understanding to be understood."

Leadership is no different. When a leader is engaged with their team's development, they must ensure they learn where each person is in their journey, what they possess knowledge-wise, what they don't possess, and how effective their emotional intelligence is.

To accomplish this, focus requires a great deal of active listening and learning to categorize the employee's responses.

Active listening will allow a leader to process verbal responses of "I need help in this area," "I think I know what I'm doing," "I don't feel so confident," and so on. When a leader actively listens, they can ask great follow-up questions that can and should lead to discovery.

However, not intentionally but often done is a passive conversation where a leader might completely miss the opportunity to discover a hidden gap or address an area of concern that could ultimately change the employee's trajectory for success.

We must remember this to bring this formula together and send you on your way with a blueprint to lead with it.

A leader needs relationship equity to progress the organization's future. This requires trust, which is built by consistently investing time. When that time is invested in conversations, success depends on active listening.

To build a strong, emotionally intelligent team, begin with this formula!

Are you interested in taking your leadership development to the next level?

• Work directly with Dustin Dale through his elite leadership coaching program. Here is your direct invite to begin with a free intro call: Beyond the Horizon Consulting (bth.consulting)
• Interested in enrolling your leaders into a group coaching program? Then take advantage of Dustin's elite leadership group coaching program by locking your free intro call here: Beyond the Horizon Consulting (bth.consulting)

Also, don't miss out on grabbing your copies of Dustin's bestselling leadership series of books and the brand-new workbook!

Book Links:

Learn to Lead by Serving; The Workbook! https://a.co/d/h2ahnFG

Learn to Lead by Serving: https://a.co/d/dsgJQFj

Learn to Lead by Serving 2: https://a.co/d/isIeTRR