How do you inspire high standards from your team?

Confusion is the #1 reason I see that causes a breakdown in success. When we don't have clear goals, we tend to sit and spin, instead of take action. This is both frustrating and unproductive. I do disagree that goals have to be "realistic" though. Goals should stretch us and help move us toward doing things we never imagined possible.

There is no correct path if there are no goals well defined. That is the main importance of setting the right objectives in a team, to keep the eyesight in the horizon and keep moving towards their achievement.

Goals are the navigators that help us sail the seas of our team's ambitions. How do you know you have failed, if you did not decide what you want to achieve? Performance is a function of your goals and objectives. Judging a fish for its ability to climb a tree will guarantee failure, if the wrong goals are set. Be intentional about the process of goal-setting. I use the GROWTH model for goal setting: G-what is the goal? R- what is the reality? O- what are our options, to alter our reality? W- What are we willing to do? T- What tactics and strategies will we use? H-Which habits do we need to reinforce? Teams contribute when they know what needs to be done, and that is why setting the right goal is the most critical step in your leadership.

To inspire high standards from your team, set clear, SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) aligned with your organization's vision. Involve your team, break down big goals, provide resources, review regularly, celebrate achievements, and communicate effectively.

Effective goal setting principles can also be explained with Locke’s theory as having: Clarity: clear and specific goals (and deadlines, deliverables and KPIs). Challenging: While the adage “Under promise, over deliver” certainly holds true, all goals should be adequately challenging to hold any meaning. Commitment: 100% commitment is needed from the entire team, everybody needs to buy into the plan and needed to give their 100% towards achieving it. Feedback: The good, the bad or the ugly: they are all parts of feedback, use them as needed & make sure you are in contact with all the stakeholders. Complexity: Gauge the complexity of all tasks & break it down into smaller goals, review & give feedback on each accomplishment.

Feedback and recognition are two different things. Feedback should be like a course correction. It should help inspire more intentional action. It needs to be done in a way that is supportive and encouraging. I like to ask a lot of questions when I give feedback to help the other discover areas for recalibration on their own. Recognition is a celebration. It is noticing and acknowledging the efforts someone makes or the results your team has achieved. You can recognize all sorts of things. Don't just save it for the BIG things.

There is some confusion about what we mean "feedback". Perhaps to give some context, feedback is a loop, it is continuous, it is collaborative and it has limits. You cannot give feedback without providing the tools needed to action it. Neither can you give feedback without setting the expectations. So it starts with having the right framework to provide such feedback i.e. Set a time, and parameters on how feedback should be handled, and then stick to the agreement. Processes can change, but standards must remain!

Inspire high standards by providing timely, specific feedback for improvement and sincere, consistent recognition of achievements. Balanced, actionable feedback and meaningful rewards boost motivation and create a culture of excellence.

Some people I have worked with in the past would dread a "feedback session" with their team lead, the problem was that feedback given was mostly negative or there was no positive feedback or "job well done" given. It is very easy to fall into the trap of thinking "it is their job, why should I say well done for what they are paid to do", but remember people are not machines and there is an emotional side to things as well. Praise publicly for a task managed well but also do so during the feedback sessions. Dont wait for the task to derail or go past deadline to give feedback, it needs to be timely. Post Mortem are exact that, be the physician instead of the coronor.

In my leadership journey, I learned the profound impact of providing regular and constructive feedback, as well as meaningful recognition. We were working on a demanding project, and it became evident that constructive feedback was essential for improvement. I made it a practice to offer timely, specific, and actionable feedback. It allowed my team members to understand their strengths and areas for growth. Simultaneously, I recognized their efforts and achievements genuinely and consistently, fostering a sense of appreciation and motivation.

To inspire high standards: Encourage Collaboration: Foster effective teamwork to achieve common goals. Promote Innovation: Cultivate a culture of creativity and problem-solving. Supportive Environment: Create an inclusive and supportive team atmosphere. Open Communication: Promote honest and open communication within the team. Knowledge Sharing: Facilitate the exchange of ideas and continuous learning. Empowerment: Empower your team to make decisions and take calculated risks. By doing so, you'll harness diverse skills and creativity, adapt to changes, and inspire high standards.

To encourage collaboration within the team, it is important to first understand the dynamics of your team and the role each person assumes intuitively. You could use the Belbin's Team Roles test to identify the traits of each of your team member and then working on building a balanced team! Foster creativity and encourage healthy conflict and open discussions. Make everybody accountable and responsible for the success of the task and this should help align everybody towards the common group and organisational goals. My success is our success and our success automatically means its my success, and I wouldn't let you fail. - that's the key sentiment to filter down to everybody in the team.

In a project I led, I witnessed firsthand the transformational power of encouraging collaboration and innovation. Our team faced a complex challenge, and it became clear that traditional solutions wouldn't suffice. By fostering an inclusive environment, where every team member felt valued and heard, we encouraged collaboration. We promoted open dialogue, allowing diverse perspectives to shine. This atmosphere of trust and creativity led to innovative solutions that exceeded our expectations.

The team is ALWAYS going to look at the leader to set the tone for the team. Model the behavior, respect, and work ethic you expect from your team. Be an example of what's possible by stretching yourself to tackle challenging tasks and sharing your struggles and celebrations with your team. This will show them that it is perfectly acceptable to do the same.

To inspire high standards: Model Behavior: Demonstrate the behavior you expect from your team. Consistency: Be consistent, reliable, and professional. Respect: Show respect and ethical conduct. Commitment: Exhibit dedication and passion for your work. Continuous Learning: Be open to learning and growth. Leading by example builds trust, respect, and motivates your team to uphold high standards.

as a leader, your actions speak louder than words. To inspire high standards, you must embody those standards. When your team sees your dedication and integrity, they are more likely to follow suit. It's a leadership lesson that fosters excellence in any organization.

To nurture your team's growth and inspire excellence, as a leader, customize their development plans to their strengths, promote continuous learning, provide regular constructive feedback, set ambitious yet achievable goals, celebrate milestones, lead by example, foster innovation in a safe environment, encourage collaboration, and regularly review progress. This investment empowers them to consistently exceed high standards and contribute significantly to your organization's success.

To inspire high standards: Support Development: Enhance your team's skills and knowledge. Identify Strengths and Weaknesses: Assess their strengths and areas for improvement. Provide Learning Opportunities: Offer resources and learning experiences. Coaching and Mentoring: Provide guidance and mentorship. Challenging Tasks: Delegate tasks that challenge and expand their abilities. This fosters skill growth, confidence, and career advancement, ultimately raising standards within your team.

investing in your team's development is an investment in excellence. Recognize their potential, provide the resources they need, and offer guidance. By doing so, you not only elevate their performance but also create a culture of continuous improvement and high standards.

to inspire high standards: Solicit Feedback: Request input from your team, peers, superiors, and customers. Open-Mindedness: Listen with an open mind, valuing diverse perspectives. Acknowledge Concerns: Address concerns and issues raised in feedback. Act on Feedback: Make changes, improvements, or adjustments as necessary. By actively seeking and responding to feedback, you improve leadership, team performance, and satisfaction, raising standards.

feedback is a compass for growth and excellence. As a leader, actively seek and welcome feedback, and don't hesitate to make adjustments. By doing so, you not only enhance your leadership but also inspire high standards within your team. It's a journey of continuous improvement that benefits everyone involved.

Before inspiration take place there is a complete need for evaluation of individuals within your team members. Evaluation will address each individuals capabilities and expertise. This will eliminate challenges when it comes to delivering the quality results. The second hidden barrier will be to assess relationships which are not productive within the teams and address them accordingly so that they could not impact quality and the standard of quality work. It's always a norm within the managers to monitor the last product results without engaging the challenges leading or misleading to the quality and quantity expected at the end. This alone might be the result of the managers unavailability and insightful of the team needs.