A CEO once told me, “I don’t want to be liked. I want to be respected.”
He said it with a firm jaw and a steely gaze, convinced the two were mutually exclusive. But here’s what I’ve learned: Respect that isn’t rooted in human connection is hollow. And in today’s workplace, people aren’t just craving strong leaders. They’re longing for real ones.
We’re living in a time of profound change. Employees are reevaluating what they want from their work and, more importantly, the people leading them. Titles, corner offices, and polished mission statements don’t inspire loyalty. Relatability does.
Relatable leaders foster belonging. They lower the temperature in the room. They make people feel seen, not just managed. And they create cultures that people want to be a part of.
Let’s discuss how relatability is no longer a “soft skill” but a strategic advantage, and why now is the time to lead with it.
What Relatability Means
Relatability is often confused with likability. But they’re not the same. You can be well-liked and still feel out of touch. You can be respected and still feel untouchable.
Relatability is emotional accessibility. It’s when people feel you understand them because you’ve been them. You’re not up on a pedestal or behind a wall of rehearsed talking points. You’re right there with them, navigating the unknown, asking questions, and sharing stories that reveal not just what you know, but who you are.
It’s not about oversharing. And it’s not about performance. It’s about alignment between your leadership and your humanity.
Relatability is your emotional resume. And in a world where connection drives performance, it’s one of your most powerful assets.
Why Relatability Matters to Business Leaders
Let’s look at the numbers.
According to Gallup, teams with engaged leaders see a 21 percent increase in profitability. Meanwhile, studies from the NeuroLeadership Institute show that employees are more likely to trust and follow leaders who share stories that mirror their own experiences. This kind of emotional alignment activates mirror neurons in the brain. These neurons trigger recognition and empathy, sending a signal that says, “You’re not alone. I see you.”
And what happens when people feel seen?
They contribute more. They stay longer. They collaborate better.
I’ve seen this firsthand. In one organization, a new department head opened her first team meeting by sharing a story of failure—a time she misjudged a client situation early in her career. The room, tense and skeptical just minutes before, softened. Laptops closed. Eyes lifted. A conversation began. That single moment lowered the walls of resistance and built a foundation of trust that data alone couldn’t have delivered.
Relatability doesn’t just improve morale. It’s a catalyst for psychological safety, innovation, and long-term growth.
Becoming a More Relatable Leader
Relatability isn’t a personality trait. It’s a practice. And it’s something any leader can cultivate.
Here’s where to begin.
Start with emotional curiosity
Most leaders know how to ask about timelines and tasks. Fewer ask, “How did that feel?” Emotional curiosity deepens relationships. It tells your team you’re not just managing their output. You’re aware of their experience. That awareness creates safety, which fosters trust.
Tell your stories
You don’t have to tell every story. But the right one can change a room at the right time. Share the moment you stumbled, the lesson you learned, or the moment you almost walked away. It reminds people that you didn’t arrive where you are without detours or doubt. You’re human, too.
Be present
You cannot be relatable without being present. And presence isn’t about being available 24/7. It’s about being fully engaged with the person in front of you. When someone speaks, are you listening or waiting for your turn to talk? Relatable leaders pause. They listen with the intent to understand, not just to respond.
Bring people into your process
Relatable leadership is inclusive. When you share the “why” behind the decision, not just the outcome, you give your team a sense of ownership. It signals that their perspective matters. And when people feel like participants rather than recipients, they’re more likely to lean in.
Ditch the perfection
Let’s drop the myth that leadership requires constant strength. Relatability thrives in humility. You don’t have to know everything. In fact, trying to present yourself as flawless can create distance. Let people see the questions you’re holding. Let them in on what you’re still figuring out. That transparency doesn’t weaken you. It makes you real.
Why Some Leaders Struggle with Relatability
This all sounds good in theory. But I’ve worked with enough leaders to know that vulnerability, even the healthy kind, is scary.
What if people lose confidence in me?
What if I say too much?
What if I’m not taken seriously?
These are real fears. But they’re based on an outdated model of leadership—one that confuses authority with detachment. The truth is, people don’t need their leaders to be perfect. They need them to be human.
In today’s workplace, the leaders who thrive are the ones who connect.
What Happens When You Prioritize Relatability
When leaders shift from performance to presence, expertise to empathy, they see measurable results.
- Employees are more likely to stay.
- Teams collaborate more effectively.
- Innovation increases.
- Trust grows.
But the more resounding win is cultural. Teams led by relatable leaders tend to speak up more. They challenge ideas without fear. They give feedback. They stretch themselves. Because the environment tells them it’s safe to do so.
This Is the Leadership People Are Waiting For
The best leaders I’ve known weren’t just strategic. They were emotionally honest. They didn’t walk into the room needing to be the most intelligent person. They walked in wanting to understand. And their teams followed them, not out of obligation, but out of trust.
That’s the power of relatability.
It’s not about making friends. It’s about building cultures where people feel anchored, empowered, and connected.
So ask yourself: What story could I share today that would make someone feel less alone? What moment could I pause instead of pushing? Where could I replace explanation with curiosity?
These are small choices. But they create seismic shifts.
Because at the heart of every great company is a human conversation. And at the heart of every great leader is the willingness to have it.
Take my Relatability Assessment to uncover the stories waiting to be heard and shared.
