How do you get the most out of your team members?

Get to know them as a person and not just through their resume or personality profile. 👨💼👩💼 Understand what is important to them, what they are skilled at, what they are passionate about, and what impact they want to make. Show them that you genuinely care about them and make the effort to help them succeed. If they know you've got their back, they'll have yours.

"‘Alone we can do so little; together we can do so much.’ – Helen Keller. Getting the most out of team members requires clear goals, regular feedback, and recognition of individual strengths. Foster open communication and trust, empowering team members to take ownership of tasks. Provide opportunities for growth through training and skill development. Encourage collaboration and celebrate achievements collectively, fostering a supportive environment where everyone can contribute their best."

Time. Time is the number one reason teams give for not getting to know their team. Assessments, unfortunately, are seen as a blueprint/quick way to know your people, and it's just not. Time to engage in meaningful, semi-structured conversations about specific human needs and behaviours is how you quickly build connection.

Absolutely true, and this does not mean you can know everything about a person at one or two seatings. So, I use a method called RPMS to help guide the conversation. R- relationship (the kind of people in their spaces) P- personal life (their value system, SWOT, etc.) M - marital status (if married) S - spiritual (this helps to know their beliefs and whole they see the universe)

Trying to lead a team without really knowing them is like trying to bake a cake without flour and essential ingredients! Knowing your team is vital when leading them because it allows you to harness their individual strengths and motivations effectively. It also sets the tone for a cohesive "team culture". Understanding their personalities, skills, and aspirations enables you to assign tasks that align with their capabilities, which fosters a sense of purpose and engagement. Once you gain knowledge on your team, their strengths as well as blindspots, this intelligence will empower you to provide tailored support and guidance, creating an environment where team members feel valued and appreciated.

The real magic is in knowing your teammates like old friends. Chat, listen, laugh, understand their "whys" and "wows." They're not robots, they're hidden rockstars! Uncover their strengths, quirks, and dreams. Treat them like chapters in a book, each unique and awesome. Then, watch the teamwork fireworks fly! Harmony, creativity, boom! You'll unlock their potential like a treasure chest, and everyone wins.

Setting expectations helps to keep both the team member and leader in check and also gives room for improvement. One of the method I usually use is what I call leadership pipeline/pathway. And the key to setting expectation is to keep it SIMPLE. When it's SIMPLE, it's easy to understand, apply and reproduce.

Setting clear expectations is foundational for effective organizational leadership. This alignment fosters accountability and motivation, as team members understand how their contributions directly impact the organization's success. Moreover, clear expectations can mitigate misunderstandings and conflicts, leading to a more engaged and productive workforce. Regularly revisiting and adjusting these expectations ensures they remain relevant and responsive to both team dynamics and organizational changes.

Empowerment: A manager at a software company empowered a junior developer to propose and implement a more efficient coding process, boosting team productivity. Delegation: A team leader in a marketing agency assigned challenging project to a less experienced team member, providing guidance and support throughout Coaching: A sales manager conducted one-on-one coaching sessions with team members, helping them improve sales techniques and achieve higher targets Recognition: A project manager publicly acknowledged a team member's exceptional contribution to a successful project, boosting morale and motivation within the team Incentives: A team lead introduced a monthly bonus scheme for achieving specific targets, boosting team's performance

Empowering your team as a leader means giving them the wings to soar, not by holding the sky for them, but by teaching them how to fly and watching them take off into the horizon of their potential. Empowering your team as a leader means not only delegating tasks but entrusting them with responsibilities aligned with their strengths; showing belief in their capabilities. This harbors trust, with trust comes more acceptance towards you as a leader and your leadership style. It means fostering an environment where silos are broken and teamwork and their voices are heard and valued. It involves investing in their growth, offering opportunities for skill development and leading by example. They emulate what they see, not what they hear.

Empowering your team involves clear communication, providing autonomy, acknowledging achievements, offering growth opportunities, active listening, fostering collaboration, setting realistic goals, providing resources, encouraging risk-taking, wise delegation, promoting work-life balance, leading by example, offering constructive feedback, creating a safe environment, and being flexible. By cultivating a supportive culture that values individual contributions and personal growth, leaders can maximize the team's potential and foster a high-performing, empowered environment.

Unleash your team's strength! Trust them with the potential, not just the tasks. Give them the tools, space, and winning spirit to solve problems their way. Think coach, not boss. Cheer their wins, big and small, and watch their confidence soar. They'll surprise you with their creativity and dedication, becoming a dream team that shines.

As an organizational leader, empowering your team through the lens of the Five Dysfunctions of a Team model is transformative. Addressing issues of trust, conflict, commitment, accountability, and attention to results with transparency and vulnerability can ignite collaboration and unity. By openly acknowledging these dysfunctions and working collectively to overcome them, leaders create an environment where team members not only feel valued but also empowered. The most common team dysfunction is often considered to be a lack of trust. When team members do not trust each other, it can lead to an array of issues, including fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.

Approach conflict management as if you're a skilled mediator. Start by actively listening to all team members' perspectives, much like a mediator listens to each side of the conflict. Encourage open and respectful communication to identify the underlying issues and promote understanding, just as a mediator facilitates constructive dialogue. Develop conflict resolution strategies that prioritize collaboration and compromise, ensuring that the team's interests are addressed. Encourage open and constructive communication among team members and foster an environment of trust and respect. Just as a mediator creates a safe space for resolution, your leadership can create an atmosphere where conflicts are addressed respectfully.

Work hard, be fair, and always learn. Be open and honest, own your mistakes, and celebrate wins together. When you walk the walk, your team will be inspired to climb mountains with you. Trust and respect soar, and teamwork becomes a superpower! ️ Trust is your secret weapon; keep it real and honest.

Leading by example to get the most out of your team members is like being a torchbearer. Just as a torchbearer lights the way for others, leaders should set the standard by their own actions and behaviors. Begin by embodying the values, work ethic, and expectations you want to see in your team. Continually communicate and reinforce the importance of leading by example, similar to how a torchbearer keeps their flame alive. Show unwavering dedication, uphold the values, and inspire your team members through your actions. By demonstrating the qualities you expect from your team, you ignite their motivation and commitment, ultimately getting the most out of your team members.

Acknowledge and reward team members who excel in their roles. Recognition boosts morale and motivates individuals to continue performing well. Provide concise and straightforward instructions to ensure that each team member understands their role and can contribute effectively. Recognize the unique strengths and knowledge of each team member. By leveraging these individual strengths, you can create a more cohesive and productive team.

I believe there are two fundamentals to start with. Having the environment that encourages individuals to collaborate and empowering teams with resources, training and authority. When you do that and ask your people to jump they won't ask you "why", they'll ask "how high".

Ask yourself: 𝗪𝗵𝗮𝘁 𝗮𝗿𝗲 𝘁𝗵𝗲𝗶𝗿 𝘃𝗮𝗹𝘂𝗲𝘀? So you know how to inspire them. 𝗪𝗵𝗮𝘁 𝗶𝘀 𝘃𝗮𝗹𝘂𝗮𝗯𝗹𝗲 𝘁𝗼 𝘁𝗵𝗲𝗺? So you'll know how to motivate them. 𝗪𝗵𝗮𝘁 𝘃𝗮𝗹𝘂𝗲 𝗱𝗼 𝘁𝗵𝗲𝘆 𝗯𝗿𝗶𝗻𝗴? So you can have the right skill(s). 𝙋𝙧𝙤𝙘𝙚𝙨𝙨 𝗪𝗵𝗮𝘁 𝗶𝘀 𝘃𝗮𝗹𝘂𝗲𝗱 𝗯𝘆 𝘁𝗵𝗲 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿? So you know what the output should be. 𝗪𝗵𝗮𝘁 𝘀𝗸𝗶𝗹𝗹𝘀 𝗮𝗿𝗲 𝗻𝗲𝗲𝗱𝗲𝗱 𝘁𝗼 𝗱𝗲𝗹𝗶𝘃𝗲𝗿 𝘁𝗵𝗲 𝗼𝘂𝘁𝗽𝘂𝘁? So you now who needs to do it. 𝗪𝗵𝗮𝘁 𝗶𝘀 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗲𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝘁 𝘄𝗮𝘆? So you now how many people are needed. 𝙎𝙮𝙨𝙩𝙚𝙢𝙨 𝗪𝗵𝗮𝘁 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 𝗺𝗮𝗸𝗲 𝘄𝗼𝗿𝗸 𝗺𝗼𝗿𝗲 𝗲𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝘁? So you have less but more valuable work. So that your people feel valued

In "HIGHEST IN THE ROOM," Travis Scott's lyrics convey the idea of reaching the highest level of success and aspiration. As a leader, it's crucial to set high expectations and motivate your team to aim for excellence in their work. The song's theme of aiming for the highest level aligns with the concept of pushing your team to reach their full potential. By setting and maintaining high standards and inspiring your team to excel, you can get the most out of your team members.

Offering constructive feedback regularly, focusing on both strengths and areas for improvement is what makes teams grow. In order your team members to accept feedback though, you have to empower them by providing autonomy in decision making and allowing them to take ownership of their projects.