Dear Friends,

In our previous newsletter, we shared our new humanistic leadership model Your Way and showed how the 8 Waymaker Archetypes within the model align with both the 4 needs everyone has at work—to be seen, to be respected, to be valued, and to be protected—and the different stages of the employee lifecycle.

Today, we’ll take a deeper dive into the HELPER archetype and share how and when to best leverage Helpers on your team. We’ll also give Helpers some things to look out for to ensure they’re using their natural leadership tendencies for the good of all people at work.

Anatomy of the HELPER archetype

Why Helpers matter  

Every workplace needs Helpers. They continuously scan the environment for opportunities to step in and step up in support of others. Helpers genuinely care about people—their happiness, their success, and their safety—and see themselves as a sort of caring connective tissue between effort and outcomes. Whether they’re sharing critical information, offering tangible assistance, or standing alongside a colleague as they attempt to find solid ground, Helpers lead with their hearts and both hands.

When Helpers matter  

The Helper archetype is particularly important early in the employee lifecycle and whenever a colleague is doing something new. During these times, people are seeking clarity on expectations, learning cultural norms, and trying to fit in. Helpers point people in the right direction and stand ready to answer questions, make important connections, or tangibly support the completion of critical tasks. Helpers are also advantageous during transformation, as they are agile, action-oriented, and willing to insert themselves without needing praise or fanfare.

How to nurture your Helper instincts  

• Model kindness, respect, and support for others in all circumstances. Recognize that people watch how you behave to better understand company norms, and that you have the power to inspire more helping in your workplace.
• Notice when someone needs extra tools or resources. Point them in the right direction or connect them to those resources.
• Be the calm in a storm by being fully present, engaged, and aware, especially in situations where personal concerns could become professional ones.
• Be responsive to new insight and information that might improve outcomes for people and teams. Offer your active support to enable progress.
  

Things to watch out for  

• Make sure you don’t hinder self-reliance in others by helping too much or for too long. Once you share that key insight, that critical resource, or that meaningful connection, give people the space to build confidence from there.
• Avoid hampering team autonomy and initiative by jumping to solutions too quickly. You may know the right answer, but their ownership is important.
• Helpers can be impatient with others’ learning processes, because they have a hard time watching people struggle. Embrace the role of failure on the path to growth.
• Helpers feely give help but aren’t always good at receiving it. Recognize the unconscious signals you send about community and collaboration when you resist help that others offer you.

Are you a Helper? If so, what’s one insight you can use to make a way for more people? If Helper is not your archetype, how can you best work alongside the Helpers on your team? Let us know in the comments section of our LinkedIn community.

Not sure what your archetype is? Take our FREE, 12-question quiz and encourage your team members to do so as well.  Together you can make a way for all people and positively influence your work culture without changing who you are.

Until next time, when we take a deep dive into the CONNECTOR archetype, keep making a way!

The Waymakers Change Group