In my years as a CPA, tech executive, and yes, even as a yoga instructor, I've come to realize something fundamental about leadership: it's not about having all the answers. It's about having the courage to ask the right questions and knowing when to listen to the answers.

The business world is full of leadership advice, much of it recycled and repackaged. But real leadership—the kind that inspires, innovates, and drives meaningful change—isn't about following a prescribed set of rules. It's about connection and empowerment.

What is Connected Leadership?

When I talk about "connected leadership," I'm referring to a style that values transparency, collaboration, and mutual growth. It's more than dismantling the hierarchy or making every decision by committee. It's about creating an environment where ideas can flow freely, where feedback is welcomed, and where EVERY member feels valued.

This approach to leadership isn't always easy. It requires vulnerability, humility, and a willingness to challenge the status quo. But in my experience, the rewards far outweigh the risks.

The Two Pillars of Connected Leadership

To truly understand and improve leadership openness, we need to look at two key dimensions:

Organizational Openness: The Structure of Connection

Organizational openness is about the frameworks and systems within which we operate. It's the "how" of our day-to-day operations. Consider:

1. Organizational Structure: Is your company hierarchy rigid, or does it allow for fluid communication across levels? A flatter structure can promote more open dialogue, but it's not without its challenges. The key is finding the right balance for your specific context.

2. Decision-Making Processes: How are decisions made in your organization? Are they top-down directives, or is there room for input from various levels? While every decision doesn’t need to be collaborative, creating channels for diverse perspectives can lead to more robust solutions.

3. Information Flow: How freely does information move through your organization? Transparency can build trust and alignment, but it also requires thoughtful implementation to avoid information overload.

4. Flexibility and Autonomy: How much freedom do team members have in managing their work? Flexibility can boost creativity and job satisfaction, but it needs to be balanced with clear expectations and accountability.

Interpersonal Openness: The Heart of Connected Leadership

While organizational openness sets the stage, interpersonal openness is where the magic happens. It's about how leaders interact with their teams on a personal level. Key aspects include:

1. Active Listening: This goes beyond just hearing words. It's about seeking to understand, asking clarifying questions, and showing genuine interest in others' perspectives.

2. Transparency: Open leaders share information generously, explain the reasoning behind decisions, and are honest about challenges. This builds trust and helps team members feel more connected to the organization's mission.

3. Feedback Reception: Connected leaders don't just give feedback; they actively seek it out and use it for personal growth. This creates a culture where continuous improvement is the norm.

4. Empowerment: It's about trusting your team, delegating meaningful responsibilities, and supporting their growth. This isn't always easy—it requires letting go of control and embracing the possibility of mistakes as learning opportunities.

5. Intellectual Humility: No matter how experienced we become, there's always more to learn. Connected leaders remain curious, open to new ideas, and willing to change their minds when presented with compelling evidence.

The Impact of Connected Leadership

Embracing a more open, connected leadership style can have profound effects on an organization:

1. Enhanced Innovation: When people feel safe sharing ideas, innovation flourishes. I've seen teams come up with groundbreaking solutions when given the space to think creatively without fear of judgment.

2. Increased Engagement: People who feel heard and valued are more likely to be engaged in their work. This isn't just about job satisfaction - it translates to better performance and outcomes.

3. Improved Problem-Solving: Diverse perspectives lead to more comprehensive problem-solving. I've witnessed teams tackle complex challenges more effectively when multiple viewpoints were considered.

4. Greater Resilience: Open, connected teams are often more adaptable in the face of change. They're better equipped to navigate uncertainties because they're used to collaborating and thinking on their feet.

However, it's important to acknowledge that this leadership style comes with its own set of challenges. It requires more time and emotional energy. It can sometimes lead to decision paralysis if not managed well. And not everyone may be comfortable with the increased responsibility that comes with more autonomy.

The Journey to Connected Leadership

Becoming a more connected leader is about continuous growth and learning. Here are some steps to get you started:

1. Practice Self-Reflection: Regularly assess your leadership style. Where are you excelling in openness? Where could you improve?

2. Seek Diverse Perspectives: Make a conscious effort to hear from a variety of voices, especially those that might challenge your own views.

3. Communicate with Clarity: Be transparent about goals, challenges, and decisions. Help your team understand the 'why' behind the 'what'.

4. Embrace Vulnerability: It's okay not to have all the answers. Showing vulnerability can actually strengthen your leadership by building trust and authenticity.

5. Foster a Learning Culture: Encourage experimentation and view mistakes as opportunities for growth.

Takeaway

Every time you choose to listen instead of dictate, to collaborate instead of command, you're creating a ripple. That ripple touches your immediate team, sure. But it doesn't stop there. It spreads to other departments, to clients, and eventually, it shapes the entire culture of your organization.

I've seen it happen. A leader starts asking more questions and suddenly, meetings are more productive. They share credit for a success, and team morale skyrockets. They admit to a mistake, and the whole office breathes a collective sigh of relief—finally, it's okay to be human.

It's about making one conscious choice, every day, to connect more deeply. Maybe today it's having that tough conversation you've been avoiding. Tomorrow, it might be championing an idea from an unexpected source.

So, here's my challenge to you: What's one concrete action you can take in the next 24 hours to be more connected? Not next week, not when you "find the time"—in the next 24 hours.

The world doesn't need more bosses. It needs more connected leaders. And that transformation starts with you, one small action at a time.