How do you improve your performance as a team manager?

??Set clear and SMART goals aligned with the team’s vision and mission. ??Regularly review and adjust goals to ensure progress and relevance. ??Foster open communication and collaboration within the team. ??Provide consistent feedback and recognize achievements. ??Invest in your team’s professional development and growth. ??Embrace adaptability and lead by example during changes. ??Use data-driven insights to guide decision-making and problem-solving. ??Continuously improve your leadership skills through learning and mentorship.

Setting clear and SMART goals, senior management support, increasing the authority of project managers, setting project success measures, and specific actions such as improving relationships with functional managers, encouraging team member involvement, and providing feedback on performance and quality can all help improve performance as a team manager. ?Shared, clearly enunciated strategic goals that are aligned to the organizational mission improve project performance. Superordinate goals foster cooperation since they can only be achieved through collaboration. ?Clear and quantitative project success measures help the project team unite behind agreed project objectives

Apply their strengths. Define first downs and give them the tools to get those small wins. Trust that they are far more talented than anyone knows… even them.

Some ways to improve your team's performance are: - Take the lead and set a good example; this will motivate others to follow your lead. - Discuss your team's goals with them to make them aware of the tasks at hand. - Finally, I believe that setting deadlines for certain tasks can prove to be beneficial!

Ways to improve performance of your team as team manager. 1??Identifying Individual Strength 2??Allocating Work as per strength .. 3??Delegating & Empowering for decision making . 4?? Collaborate working n skill sharing. 5?? Setting realistic time line and communicating real time line. 6?? Goals setting to done on SMART. 7?? Equal & Right work distribution across team. 8?? Team Outbound activities n get together.

1. Create a culture of openness & trust where your team feels comfortable providing honest feedback. This can be achieved by regularly seeking input and showing that you value their opinions. Make sure to ask specific questions to get detailed and constructive feedback. 2. When you receive feedback, take time to reflect on it objectively. Avoid becoming defensive; instead, view feedback as an opportunity for growth. Consider patterns in the feedback to identify recurring themes that may indicate areas requiring significant attention. 3. Prioritize the feedback & develop an action plan to address the key areas. Communicate your plan to those who provided the feedback to show that you are committed to improvement.

???Encourage open and honest communication among team members and provide opportunities for feedback to be given and received ???Be willing to listen to feedback and take it into consideration when making decisions ???Use feedback to identify areas for improvement and take action to address them ???Check in with team members to ensure that the feedback has been addressed and to see if there are any additional concerns ???Use feedback to identify trends and patterns that can be used to improve processes and procedures In summary Seeking feedback, being open to feedback, acting on feedback, following up, and using feedback to drive continuous improvement can all help improve performance as a team manager.

While it is integral to seek feedback, one aspect that often gets overlooked is creating an environment where people feel comfortable giving honest and constructive feedback. Open, non-defensive, and receptive attitudes towards feedback, especially criticism, can encourage team members to share their true thoughts. This two-way street of communication can help identify blind spots, leading to more effective personal growth and overall team performance. An open-door policy with 360-degree feedback would drive performance for the overall organization.

Feedback is paramount to growth. In its absence, we would all be enmeshed in our own echo chambers and not progress. Create a culture of genuine fearless feedback where everyone's perspective and opinion matter, is encouraged and it can be expressed freely at every opportunity, aka a culture of Psychological Safety so that feedback can be offered, trusted and acted on.

In my opinion.. . Seeking feedback and acting upon it is an essential component of growth and improvement. Feedback can come from various sources, including colleagues, mentors, friends, or even ourselves through self-reflection. It provides valuable insights into areas where we excel and those where we need to improve. By seeking feedback regularly and being open to constructive criticism, we can adjust our approach, gain new perspectives, and continue learning and growing.

??Essential leadership skills for project managers start with motivating and inspiring teams and individuals, and include negotiating and communicating skills, listening and influencing skills, and team building with emphasis on utilizing these skills to improve team performance. ??Continuous improvement is an ongoing process that involves identifying areas for improvement, developing strategies to address them, and implementing those strategies. This can involve seeking feedback from team members, attending training and development programs, and staying up-to-date with industry trends and best practices. Above are the main focal points that encircle & can all help improve performance as a team manager.

This is definitely a critical aspect of leadership for a team manager. I do think that it's important to emphasize that learning is not a one-size-fits-all process. Everyone has their preferred ways to learn. I think prior to developing the skills and knowledge, Managers also need to identify their learning style and find resources and methods that work best for them. A manager might also want to foster a culture of continuous learning within their team along with its own path to becoming a better version of themselves.

With a formal management role comes more “formal power.” But as any superhero would tell you, “with great power comes great responsibility.” Your opportunity to impact the lives of others has increased dramatically. It wasn’t a promotion; it was a completely new job that requires a completely different mindset, skills, attitude, and approach to relationships in the workplace. You have transitioned from being a valuable individual contributor and expert to a junior manager who needs to relearn everything they knew about the workplace and people. It is like going back to school - you need to keep learning. When you stop learning, not only will you stagnate, but you will also limit the potential growth of those reporting to you.

In my opinion.. . Developing our skills and knowledge is essential for personal and professional growth. Learning new things and honing existing skills helps us to become more versatile, confident and competent in our daily lives. We can gain new perspectives, improve our problem-solving techniques, and advance our careers by investing time and effort in skill development.

In my perspective, Developing team member's skill and knowledge is more important rather than a team manager. After all, it's the team members who ultimately execute the work and deliver the desired results. So offering guidance, training, and necessary resources to help team members succeed in their roles is important..... Best example is MS Dhoni. Despite not always being performs well, he manages and utilize the members to get team victory many occasions.... This highlights the importance of empowering and enhancing the capabilities of individual team members for overall team success.

???Empowerment is about trusting your team. It calls to show every team member how to solve problems by themselves. Empowerment means that teach team how to become less reliant on you as a project leader and instead trust and show their own strengths and the power of the team ???Delegating some of duties only makes your work easier. You'll have more time to manage project, monitor team members, and handle conflicts ???Use e-greetings to recognize and congratulate team members. Finally, the Manager should drop a note, where appropriate to the manager of the resources who are completing tasks on time or have some recognized successes to ensure that their “wins” are known And communication plan can help improve performance as a team manager.

Discovering the power of effective delegation is like finding a key to unlock growth. Managers and leaders who embrace this magic find freedom from insecurities. The day you learn the art of effective delegation you actually embark on a journey of continuous growth, allowing you to focus on new challenges without being weighed down by self-doubt. In my perspective, effective delegation is the art of letting go, trusting your team, and paving the way for both personal and collective success

While delegating tasks for optimal team performance is paramount, it's equally important to ensure that the delegation suits each individual's strengths and capabilities. Effective delegation isn't about distributing tasks evenly but empowering each team member by assigning tasks that align with their skills and ambitions. This can lead to higher engagement, satisfaction, and performance among team members.

The power of empowerment and delegation serves a dual role. First, it frees up the team manager to do more strategic tasks and to lead and overlook the work done by the team. Secondly, it allows the team members to be exposed and develop their own skills and knowledge accordingly. The team manager should also allow the team members some leeway for errors, especially if the team member is new and inexperienced. One way to mitigate this is to pair a more experienced team member with a less experienced one, allowing peer coaching and teamwork to happen. The team manager will review the tasks periodically and make adjustments and tweak the tasks if necessary.

You are not a superhero. You need partners, not sidekicks. How do you make your team members effective partners? 1?? Challenge them. 2?? Teach them. 3?? Delegate tasks that may be a stretch you know they can handle.

Celebrating success and learning from failures is a key aspect of improving performance. ??Accepting failures as much as celebrating successes and learning from the experience to prevent errors and pursue innovation through a disciplined approach to learning and improving ??Create a culture of learning where all are encouraged to share their successes and failures and learn from each other ??Analyze failures to identify the root cause and take corrective actions to prevent similar events for future ??Encourage to take calculated risks and try new things, where handling of failure as a learning experience ??Celebrate successes and review the critical success factors to identify what worked well and replicate it in future projects

One of the key learnings I had was appreciate in public and correct in private. Following this religiously meant that every time someone received an accolade he/she acted as an example for the rest of the team. Private feedback sessions also meant the person does not becomes defensive and is receptive. This collective mindset helps the team embrace learning from failures without insecurities, acknowledge gaps in execution/planning and openly share lessons learnt.

As a Team leader, this is how I harnessed my skills; - Engage with my team on different topics to debate, listened to their input, shared my thoughts & then solicit feedback - Arrange team building exercises but let someone else from the team to take the lead. This way I tried to learn how another person is engaging & leading - I had mentors to guide me, share their experiences & identified weak areas for me to improve - Used to network with other business owners to learn from their experiences in handling teams - Enrolled myself in development courses - Put myself for accountability in front of the team - Self awareness & introspection is crucial for the journey - Hired, trained, mentored & then delegated to the right talent - Empowered

"Celebrating successes and learning from failures" is an important mindset for personal growth and development. 1. Celebrate successes, no matter how small, to maintain motivation and recognize personal strengths. 2. Embrace failures as opportunities to learn and grow, analyzing what went wrong and making necessary improvements. By embracing both successes and failures, you'll develop a healthy attitude towards challenges and obstacles. Remember that every experience, whether positive or negative, has value and can contribute to your overall growth.

As a team manager, to improve performance, it's vital to celebrate successes and learn from failures. Acknowledging achievements boosts team morale, fosters motivation, and strengthens the team's bond. Additionally, analyzing failures allows for valuable insights and growth opportunities. For a product manager, celebrating a successful product launch with a team-wide recognition event can instill a sense of accomplishment and pride. Simultaneously, when a product faces challenges or receives negative feedback, conducting a thorough post-mortem analysis with the team can reveal areas for improvement, leading to a more refined and successful product in the future.

I would add the importance of self-care. Managers often neglect their own well-being in the pursuit of success. But an effective manager understands that they can't lead effectively if they're burned out or stressed. Taking care of their physical and mental health should be a top priority.

As we navigate through these various aspects, it's essential to remember that as a team manager, cultivating emotional intelligence is vital. Managers must strive to create an empathetic and supportive environment that fosters positive relationships among team members. Moreover, resilience, especially during challenging times, can inspire teams to remain steadfast in the face of adversity, hence bolstering team cohesion and productivity.

In my experience, this is how you could improve your performance as a Team’s Manager; - Build accountability for yourself - Build credibility - Build trust & respect - Build connections - Build tolerance to criticism - Build inclusive culture - Build adaptability - Build a strong feedback loop - Build a solid plan for training - Build ownership - Build resilience - Build a strong team - Build diversity - Build confidence in your team

To enhance performance as a team manager: 1. Communication Skills: Foster clear and open communication. 2. Empowerment: Encourage team members and delegate responsibilities. 3. Goal Alignment: Align individual goals with team and organizational objectives. 4. Feedback: Provide constructive feedback for continuous improvement. 5. Recognition: Acknowledge and appreciate team achievements. 6. Adaptability: Be adaptable and open to change. 7. Conflict Resolution: Address conflicts promptly and constructively. 8. Skill Development: Invest in team members' professional development. 9. Trust Building: Establish trust and a positive team culture. 10. Performance Metrics: Set measurable goals and track progress.

Develop skills to manage and resolve conflicts effectively. Do so with a higher consciousness and care. This ensures a harmonious working environment and prevents disruptions.