Establishing a Culture of Healthy Leadership: The Top 5 Essential Practices

FICS Leadership Principle #4: Know Your Colleagues

In the previous installment of this series on building a healthy leadership culture, we explored the importance of knowing your organization. By understanding how various departments function and intersect, fostering cross-departmental relationships, and building connections across all levels, leaders can cultivate a more unified and productive workplace. Now, we turn our focus to another crucial aspect of leadership: knowing your colleagues.

Building strong, healthy relationships with your peers is essential for fostering collaboration, breaking down silos, and overcoming barriers that impede success. While knowing your organization provides the broader context, understanding your colleagues allows you to turn that knowledge into actionable collaboration. Here are some ways to put this principle into practice:

1.     Build Relationships Through Regular Meetings  

Developing a rapport with your peers begins with consistent and meaningful engagement. Schedule regular meetings to discuss each other’s challenges, frustrations, and opportunities for collaboration. These discussions should be open and candid, with a shared commitment to identifying and addressing barriers to success.

Take time to understand their priorities, pressures, and perspectives. This deeper insight into their roles and challenges allows you to approach collaboration with empathy and a shared sense of purpose. These relationships not only enhance teamwork but also contribute to a healthier workplace culture where support is reciprocal and proactive.

Questions to Ask Yourself:

• How often do I meet with my colleagues to discuss their goals and challenges?

• Am I actively listening and seeking to understand their perspectives?

• What steps can I take to build more meaningful connections during these interactions?

2.     Offer Assistance Proactively 

A critical element of knowing your colleagues is understanding how you can support their efforts. This requires active listening and a willingness to offer help where it’s most needed. For example, if a colleague is facing a challenge that aligns with your team’s expertise, extend an offer to collaborate on a solution. By doing so, you demonstrate your commitment to collective success and strengthen the bonds of partnership.

Proactive support also includes anticipating needs. If you’re aware of a significant project or initiative your colleague is leading, offer your assistance before they ask. This forward-thinking approach not only helps your colleagues but also solidifies your reputation as a reliable and collaborative leader.

Questions to Ask Yourself:

• What challenges are my colleagues currently facing, and how can I support them?

• Are there opportunities to proactively offer my expertise or resources?

• How can I demonstrate reliability and a commitment to shared success?

3.    Collaborate to Overcome Barriers   

Barriers to productivity and innovation often span multiple departments. To address these challenges effectively, leaders must work together to devise solutions. This could involve brainstorming sessions, joint initiatives, or simply connecting the right people across teams. Collaboration at this level not only resolves immediate issues but also creates a template for future cooperative efforts.

Engage in solution-oriented discussions with your peers, focusing on shared goals and tangible outcomes. Documenting these collaborations can also provide a roadmap for similar challenges in the future, ensuring that successes are replicable across the organization.

Questions to Ask Yourself:

• What barriers are preventing collaboration across departments?

• How can I facilitate discussions or projects to address these barriers?

• Am I effectively leveraging cross-departmental expertise to drive solutions?

4.    Foster Cross-Departmental Connections    

Facilitating connections between your staff and your colleagues’ teams is another valuable way to strengthen interdepartmental collaboration. Identify opportunities for joint projects or initiatives where staff can learn from and support one another. These connections help dissolve silos and create a more cohesive organizational environment.

Encourage knowledge-sharing sessions where teams present their work, challenges, and achievements. This not only educates others about their contributions but also fosters respect and understanding across departments. Such initiatives cultivate an organizational culture where collaboration and mutual appreciation thrive.

Questions to Ask Yourself:

• Are there opportunities for my team to collaborate with others across departments?

• How can I facilitate knowledge-sharing sessions to highlight cross-departmental contributions?

• What steps can I take to break down silos and build stronger connections?

5.     Create Opportunities for Peer Networking 

Encourage networking among leaders across the organization. This could include informal gatherings, workshops, or retreats focused on leadership development and collaboration. These opportunities allow peers to share experiences, gain new perspectives, and build relationships that extend beyond immediate departmental concerns.

Consider hosting peer panels or roundtable discussions where leaders can exchange ideas on overcoming shared challenges. These forums not only strengthen relationships but also generate innovative solutions that benefit the entire organization.

Questions to Ask Yourself:

• Have I created or participated in opportunities for peer networking?

• How can I encourage open dialogue and knowledge sharing among leaders?

• What tools or events could support stronger peer relationships within the organization?

The Ripple Effect of Strong Peer Relationships  

Knowing your colleagues is about more than building camaraderie. It’s about creating a network of leaders who support one another in achieving shared goals. When leaders work collaboratively and model healthy relationships, they set the tone for the entire organization. This ripple effect fosters a culture of cooperation, innovation, and mutual respect.

Strong peer relationships also have a direct impact on team morale. When employees see their leaders working together effectively, it reinforces a sense of stability and shared purpose. This alignment at the leadership level cascades throughout the organization, fostering a workplace culture where collaboration and mutual success are prioritized.

As you continue to implement the principles of healthy leadership, remember that knowing your colleagues is not a one-time effort but an ongoing commitment. By prioritizing these relationships, you position yourself—and your organization—for sustained success.

Stay tuned for the next post in this series, where we will discuss the final principle: “Know Your Partners.” Together, these principles provide a roadmap for cultivating a leadership culture that transforms workplaces and drives lasting positive change.