How can you inspire your team to become better leaders?

In my experience, it's crucial to create an environment that encourages individuality and allows team members to bring their unique perspectives to the table. By embracing diversity of thought and promoting open communication, you create a space where each person feels valued and empowered to take initiative, assume responsibility, and truly own their work and goals. Additionally, by involving team members in the goal-setting process, you can tap into their intrinsic motivation and get them to feel a stronger sense of ownership and commitment toward achieving those goals.

So true . Unless vision isn’t clear to team , they would not be aligned and moving forward. What we need to drive should be clear to everyone in team .

Effective Leadership is about others, the team, and what each person brings to the table. People are unique and add value and perspective that incorporates to the culture of an organization. People need to feel valued, belonged, and appreciated by leadership. Goals and expectations are important, but also, recognizing and rewarding people for the work that they bring and the impact that they share.

Agreed! most importantly "setting direction" comes first before setting up the goals for the team,its the easiest way to achieve the goal and inspiring your team.

This is my personal view. Along with communicating the big picture, you must show them ways of how to reach there. They must get confidence that it's possible to reach there with stretch. You must also explain the " why " of these goals and how the success will loom like.

Within the bustling terminals, I fostered open communication, holding regular meetings to discuss airport procedures, address concerns, and welcome innovative ideas from my team. Celebrating accomplishments became a tradition, as I praised efficient baggage handling, smooth boarding procedures, and outstanding customer service, filling my team with pride and motivation. Recognizing the potential of my staff, I entrusted them with significant roles during peak hours, empowering them to lead various airport operations, building their self-assurance. Turbulent moments turned into valuable lessons, as I facilitated post-incident debriefings, extracting wisdom from experiences, and strengthening our operational strategies.

Unless you are recognizing the true stars and laggers in team ; you aren’t a good leader . It’s a quality of a good leader to provide feedback for both positive & negative set of actions.

This is my personal view. Feedback should be with the intension of improvement not judging the other person. The intension and the tone makes a big difference.

In the past, I've had others take credit for my work. As a leader, I make sure whoever has achieved, gets the credit. This means that their confidence grows and they feel empowered to come up with ideas and try things out, knowing that their leader has their back. Encouraging them to pay this forward with those around them, creating a culture of looking out for one another, taking ownership and motivating others to grow.

As a leader, your hands are tied and the business will suffer without trust to delegate and empower the team. Clear understanding of where strengths, passions, limitations and collaborations are best aligned increases team fulfillment. Our team looks at Human Design to understand how each of us operates and where we can empower and delegate accordingly.

A real approach that I have had work for me is to provide the tea with options when it comes to delegation and problem-solving. I already know the path I'd like them to take, but part of empowering the team is to allow them to make those connections and work off of them. I provide general questions and do brainstorming sessions regularly, where I ask for honest input (both as a group and privately) and provide "curveballs" to get them to think out of the box. Some of the best solutions we've had have been sourced with this approach, and it highlights our team's strengths!

Empowering a team to do what's necessary, within reason, obviously, is essential to success. It passes on a sense of ownership to the team members, as the decision then becomes their decision. It is up to a leader to then back that decision up.

Let your team free to try and fail. Especially in low risk environments, let them try their way. Let them explore what works and what doesn’t. But always be there when they will ask for your help and guidance!

Over the past few years, I have often talked about how every organization needs to invest in giving basic coaching skills to all their managers. As a skill, this one multiplies in effect, as every individual helps another one realize their potential.

I realized that to inspire my team, I had to lead by example, demonstrating qualities of approachability, adaptability, and unwavering resolve in the face of challenges.

In challenging and inspiring others, it’s crucial to know where your team members are in their career. This happens by working with them and having frequent 1:1s to gauge their interests. Once you have determined this, look around at opportunities that come your way and think about which of your team members could be challenged by this opportunity. The goal of a leader is to help the team grow as people, and the way to do this is to have interesting challenges for them to work on.

This is my personal view- before inspiring others, leader himself should be inspired with the big picture. He should show his commitment towards the goal and should be ready to walk in front, like a commander of forces.

Most people are not aware of their true potential. Managers have this unique responsibility to assess, challenge and help realize this latent potential of their team members. Inspiring them to be their best and practically helping them achieve ...

I realized that to inspire my team, I had to lead by example, demonstrating qualities of approachability, adaptability, and unwavering resolve in the face of challenges. Empowering my team was paramount, granting them autonomy to make real-time decisions during challenging situations, fostering their sense of ownership over airport operations.

Every Manager has the responsibility of coaching and mentoring their team members to become rockstar managers : ) And the cycle continues :)