“I feel like I’m doing everything I can to motivate them, but they’re just not responding. Maybe I’m just not cut out for this leadership thing.”
When were the last time you questioned yourself and your ability to lead? Leadership is a lonely job. And there are no off days. It’s not just a job title. It’s a way of being. And it takes a certain kind of person to be able to build and lead strong teams.
Through my years in leadership roles, I’ve learned that it’s important to embrace a growth mindset and continually reflect and learn from our experiences.
I often feel like a student in the school of leadership, learning from my successes and failures. With that in mind, I am sharing a few lessons I’ve picked up along the way on the role of leadership in building strong teams.
Develop and Nurture the Potential
As a leader, it’s not just about achieving goals and hitting targets, but also about developing and nurturing the potential of the people around you.
By constantly mentoring and coaching your team members, you can help them grow and reach their full potential. Not only will this help your team become more successful, but also build trust between you and your team.
Authenticity
Authenticity is key to building trust. Teams can easily sense when you are not being genuine. I once knew a leader who felt like she had to act a certain way to fit into her new role. She needed to say things because they had to be said and tell teams to take on projects that she herself didn’t believe in.
But her team saw right through her, and trust suffered. As a leader, you always have the option, to be honest. Treat the team like you like to be treated, like mature adults – and you may be surprised by the results.
Another aspect of authenticity is to never make decisions based on how the team will react, but rather based on what is best for the team. This means that a leader must have the confidence to make tough decisions, even if they might be unpopular at the moment.
Hold People Accountability
Holding People Accountable is difficult. Let it too loose and you are not providing enough direction. Hold it too tight, and you are a micromanager. The deliverables are on your head, and the frustration of slow progress can boil over.
Managing your emotions is critical – remember to question performance but never intentions. Also, at the moment, team members may not want to accept their mistakes. Pressing on makes them defensive. Learn to know when you’ve made your point. Your silence speaks louder than any rant could.
Speak Less and Listen More
Always speak less and listen more. When receiving a presentation, resist the temptation to interject. Keep a note of your questions but let the person present first. Talk too much instead, and you may likely come across as overbearing and dismissive. You don’t want to be one of those leaders who are perceived as one who “never listens”.
Even worse, however, is to be perceived as a leader who has already made up their mind. Hire for expertise and skill, and give it the respect it deserves. Your team members are closer to the problems and may bring ideas and perspectives beyond your reach.
And they can read your face when you are pretending to listen, only waiting for the end and tell why it’s all wrong. Improving someone else’s idea is much harder than changing it completely. And it’s also your job, so get used to it.
Praise People and Back Your Team
Praise in public and critique in private. Calling someone out in front of their peers can be humiliating and can cause resentment. Outside your team or dept, always back your team up. If a mistake has been made, own it as your own. It’s not just pretense – you are accountable for everything that your team does.
Disciplining or finding blame at the moment is the worst thing that you can do. When it comes to negative feedback, it is best given in person. Emails can be misinterpreted and often have too many people marked. Ensure you read the person as you give the feedback and see that it’s being taken in the right spirit.
Public recognition, on the other hand, is a great way to boost morale. As a leader, it’s your role to create visibility for your team members and finding opportunities to recognize them.
But recognition is not mere rewards – a simple thank you in a team meeting makes employees feel appreciated and ready for more. It also helps drive the right behaviours in the team, much more than giving feedback does.
Be There When Team Needs You
Lastly, be there when it matters. Leadership is a 24×7 job, and not just within the office premises. Manage your time well and don’t be hassled by calls after work – you signed up for this. If your team members trust you to share problems and ask for solutions, see that as a positive. Over time, groom them to solve it on their own.
As we move into a future where remote work and digital collaboration become increasingly prevalent, the role of leadership in building strong teams will only become more important. By embracing the principles of authenticity, open-mindedness, and empathy, leaders can create environments that foster innovation, creativity, and success.
