Leadership is about how you influence others to achieve their goals. If you don’t get the chance to get to know your team members, this is something you will struggle with. It might seem tempting to jump in and make big moves right away, but you don’t have to do this to prove your worth.
Listen to your team members, discover their needs and aspirations, gather ideas, and determine potential strengths and weaknesses. Only then will you be able to create a leadership strategy that will likely succeed? Knowing your team is critical to building trust and respect with them. Here, the old saying that listening is twice as essential as speaking still applies.
Keep in touch with your team, especially with those who are struggling. It is a common practice for new team leaders to have a brief, 10-15 minute check-in Richard W Warke conversation once or twice weekly. Having calendar openings for “office hours” can be a good idea. This will allow people to schedule meetings and contact you if needed.
Maintaining communication with your team is essential once they are up and running. This will help build relationships, assess progress, and identify risks or issues. This is especially important when managing remote employees who may be isolated in their work bubbles. New team leaders who communicate frequently and effectively often see more team engagement. They see you taking time to invest in them and being interested in their activities.
Regular communication with your team can help improve the quality of the conversations. You have greater influence to set expectations and clarify responsibilities so everyone knows who’s doing what and why. Although this may seem obvious, don’t assume everyone understands the entire project.
Encourage new ideas and embrace them. Your team will be happier if they can contribute more to the project. Recognize and thank your team for their efforts. Let them know that you appreciate their hard work. Your team will be more responsive, happier, productive, and empowered to take on new projects and tasks.
It would be best to find the right balance in communicating with your team. New team managers can often overcompensate for remote work or check in too often, negatively impacting productivity. Support that is genuine and sincere
Consider the behavior you would like to see in your team. It would be best if you exhibited these traits. You are the role model for your team. What you do and say will impact the team’s habits and attitudes. Itgroupmportant to be authentic and believe in yourself. Fake it, and you will soon lose credibility and trust.
Open, honest, and passionate. Respect everyone on the team with fairness, respect, and without favoritism. You’ll see those behaviors return. The same attitude should be extended to the rest of the roof nation. Do not criticize or undermine other departments or individuals in front of your team. It is crucial essential it is clear that you are all working towards the same goals.
Recognize and reward good performance when appropriate. Although you might not have thebe able promotions or pay raises, verbal praise can show that your team is aware of and grateful for their efforts.
Poor performance issues should be addressed promptly. They will be more difficulchallengingthe longer you wait. You should look for the good in people and accept that there will be mistakes. Learn from the mistakes they make and how you can prevent them in the future. Don’t blame anyone, no matter what.