Or have you made it so difficult to get through to you that people have given up trying to discuss everyday problems and challenges with you?
Many managers create an environment where challenges are not welcome, often stemming from a personal belief that asking for help is a sign of weakness. This leads to a culture that can severely weaken the efficacy of the team, as people invariably cover up mistakes.
To encourage your people to regard you as their leader, seek to make yourself accessible and available at all times. Create an environment where sharing problems and decision-making replace a blame culture that exists in far too many businesses.
This may not always be easy but will encourage people to approach you rather than backing off.
Seek opportunities to deal with challenges in such a way that your team approach you openly, even in those times when the pressure is on.
Demonstrate to your team that they can trust you and that you do care.
Then you’ll have a culture in which both you and the people in your team will thrive.
“The day soldiers stop bringing you their problems is the day you have stopped leading them. They have either lost confidence that you can help them or concluded that you do not care. Either case is a failure of leadership”– Colin Powell