When stepping into a new leadership (team) role, there's often a lot to take in. You are now responsible for your team's productivity in addition to the myriad of other responsibilities your new role requires of you.
While you may not be brand new to the workforce, learning how to lead and manage people can be daunting. Pulling from our experience working with growing start-ups, we’ve compiled the top 5 questions emerging leaders want to know.
1. How Do I Motivate My Team?
There are a lot of moving parts when it comes to motivated teams, but there are some key ingredients to success.
First, what are the goals of the organization? Think about the company's vision and what it’s looking to achieve. Clear expectations help people to feel invested by letting them know what they are working towards. This encourages teams to work collaboratively.
In addition, if you can follow the vision piece with clear and measurable goals it will allow your team to track their progress in a measurable way.
Next, consider how each member of your team fits into this equation. Is there something in particular that makes each person excited about the work they do? If so, how can you use those interests in alignment with desired outcomes? When we look at the work we do from the human side we can better understand why 2 people with the same training/skills perform differently within a role.
2. How Much Work Should I Delegate vs. Execute Myself?
Delegating effectively means assigning work to people that align with the desired outcome of the task/project - by evaluating synergies you can then capitalize on your team's skills while simultaneously motivating them as we previously touched on.
Delegation also means giving people the autonomy and the trust to make decisions and overcome obstacles.
Some leaders are reluctant to delegate out of fear of being “out of the loop”. Others have difficulty relinquishing control over work historically they were responsible for.
But delegation isn't about letting go of control; it's about gaining perspective and providing your team with the tools and a safe-to-fail environment in order for them to grow and succeed.
3. How do I Have Difficult Conversations With my Team Members?
It may sound obvious, but it's important to be honest about your concerns and expectations before you start a conversation with a team member. If you're not being clear about what's going on, then it's harder for them to respond appropriately.
Communicate in person. It's always better to talk face-to-face, but that's not always possible — especially if you and your team work remotely. Emailing or messaging back and forth can create misunderstandings, which could make reaching a resolution difficult. Having a flexible goal in mind will give the conversation direction - the solution to a problem isn’t always immediately clear but if you discuss and can openly brainstorm a resolution it will go a long way in building trust with your team members/team.
4. How do I Build Trust and Accountability Among my Team?
Show up as your best self; as a leader, you set the tone for organizational culture and performance, so if you are perpetually late, push deadlines, or don’t acknowledge your own mistakes your team will see this as an acceptable way to conduct themselves.
In addition, teams need feedback; if behaviors or outcomes surface that don’t align with organizational objectives, there is a good chance there is a lack of clarity around expectations. Communicate with your team to try and identify where you can help close the communication gap to realign your team.
And, most recently…
5. How Can I Get The Most Out of A Remote/Hybrid Team?
Working remotely has presented new workplace challenges for leaders. Still, with some flexibility and the utilization of some great networking and organization platforms, leaders can find themselves successfully leading dynamic and organized teams from the comfort of their living rooms.
By adopting a flexible mindset, leaders can benefit from shifting focus from hours to outcomes. A stellar Q1 report remains stellar regardless of when it was sent/received.
Flexibility filters into team interactions as well. No longer are we meeting at the copier or popping into an office for a quick chat; setting up weekly team meetings and one-on-ones helps keep your team on the same page and allows the human side of your remote team to stay in focus.
In many cases, new leaders jump into the role and react to the challenges they face, learn from (hopefully) good managers and evolve their leadership skills with time. But what if there was a way to practice PROACTIVE LEADERSHIP?
Proactive leadership aims to eliminate or reduce the impact problems have on your team by implementing measures based on identified risks.
Want to know more? Using a coach-approach Intuity Performance can be your bridge from knowledge to actions so that YOU can become an effective human-centric leader.