The venn diagram of leadership - part 2; how well do know your team? π₯
Three elements of leadership
Last week we dove into the first element of the leadership venn diagram with 'know your stuff'.Β It was great to see so many of you exploring and finding useful content from the resources on my website.
#2 - know your team
It's probably no surprise that to be a good leader you need to know your team, but it's a discipline that'sΒ frequently overlooked or not given the depth it deserves.
As with all human relationships, successfullyΒ knowing and building a team predominantly comes down to trust, in all directions.
Trust looks different to everyone, as Steven M R Covey describes in his book 'The Speed of Trust', where he identifies 13 different trust behaviours.
Also,Β this in-depthΒ report by the Center for Creative Leadership and Reina discusses the types of trust that need to exist in a team - trust of capability, character and communication.
Whilst trust is a much deeper topic alone, it's a useful litmus test forΒ your decisions and actions - 'how does this build trust with my team?'
Where can it go wrong...
If you know your team without knowing your stuff or yourself, you risk not meeting your objectives through not applying management and leadershipΒ best practices.Β You'llΒ also beΒ very tired in the process as you try to be everything to everyone.
The most important consideration is that this process is iterative and ongoing.Β You cannot do one annual activity of 'team knowing' and then forget about it until next year.Β No no.
As a team leader YOU get to set the ongoing culture of the teamΒ and consistency is key.
I know what you're thinking...
'But Steph, I already have too much to do, how am I meant to spend all this extra time with my team?!'
I know this because that's how I felt.Β I genuinely used to think that other people got in the way of me doing my work.
What I hadn't realised was this was my work.
I had to redefine what my work was and where I should spend my time.Β I needed to see the time spent with my team as an INVESTMENT, not a COST.
This investment helps you identify who you can delegate to - therefore freeing up your time.Β AndΒ believe me, hiding from your team will create a lot more work than spending time with them will.
Build the habit of leadership; know your team
Make time - have a regular cadence for meetings with your team and specifically set time aside that is not just about the 'tactical' work but about their career and personal aspirations
Identify strengths and motivationsΒ - ask your team what they're good at and what motivates them.Β Two of my favourite questions to ask team members is 'what does a good day look like to you?' and 'what motivates you to go the extra mile'.Β This gives great insight into what experiencesΒ and relationships get the best from your team.
Build a teamΒ - help your team know each other.Β Build a common language and rituals into your team - from a monthly bake offΒ to newsletters to regular lunches together (because you can definitely eat your way to a better team).
Build your team's elements of leadership
Get in touch to discussΒ leadership development workshopΒ design andΒ facilitation for your team.
Quick Tip:Β take a walk on the productive side
We know that sitting down is going to kill us all.Β So we've got our standing desk, we get off the train / tram / bus one stop early and park at the other end of the car park.Β But what else?Β
Could walking make your meetings more productive and build trust with your team?
(Yes)
Β But, should all of your meetings be walking meetings?
This articleΒ fromΒ Psychology Today has some interesting research about the types of meetings that are best for walking and even how the route you walk impacts the way you think.
Personally, I like the fact that walking side-by-side with someone removes any hierarchy and creates a more open environment for a real conversation.Β Book yourself a walking meeting this week.
Want to see your management or leadership challenge addressed with helpful advice and resources?Β Email me at steph@stephclarke.com and let me know what topics you'd like me to include in future newsletters.
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