How do you keep your team on track?

Team is an amalgamation of strengths and opportunities.. Effective leader knows how to nurture the art of balancing and building through them. There is always an element of optimism in each individual.. The art is to bring that to the forefront. I always encourage my teammates - Don't focus on my targets, rather focus on your own/ individual ones! If each one of you meet your target, my targets are anyways met! So each one to his own and together we make it ONE!

To keep the team on course, I would say the best way is to regularly track their progress using tools like Kanban Boards, dashboards, metrics, and milestones, and set up meetings to give feedback that motivates them on their successes and help them tackle any unseen challenges. This proactive strategy ensures projects stay on target, tackles problems early, and keeps the team motivated.

I liked the ideas shared for monitoring the progress. Based on my experience, I found SLA's playing a crucial role in monitoring the progress effectively. Also during the check-in we need not to only address the issues but we need to appreciate the team members for their accomplishments and achievements so far.

Absolutely. A true mark of an exceptional leader is evident in their ability to: - Listen - Trust - Support - Appreciate When assigning tasks, ensure that you let individuals showcase their capabilities. Prior to that, establish clear expectations or provide a context for them to work around. It's crucial to listen to their perspectives since they were hired for a purpose, not just to execute without utilizing their experience. Support them based on their knowledge, help them navigate smoothly, and always acknowledge completed tasks. A little appreciation at work goes a long way.

Very well said! Deligation is an art and it empowers every team member. Behind a successful project there is always a team. If needed we can divide a big project into small mini projects and empower the team members to lead one of those mini projects. It will not only foster the culture of ownership but we'll nurture a great future leader.

Si haces micromanagement no estás liderando, estás gerenciado y la gente se cansa de eso. Si quieres coequiperos y no seguidores, debes poder permitir el liderazgo situacional; que brille quien quiera y pueda dar el resultado para el equipo, no siempre quien es el jefe.

I would say open communication and an open channel will always be helpful for the team to share the feedback and issues. We need to educate them on giving timely constructive feedback and receiving the same gracefully.

Retroactive feedback, analysis and sharing it with everyone will work here. Teams should learn from their past experience but we need to provide them a platform. At the same time open surveys are going to be very helpful to access the effectiveness of the project and entire work. Past experience helps us to prepare a roadmap for the future.

Recognise that your team’s worth is beyond reports, presentations and meetings and adapt a partnership approach towards collaboration. Actively engage, support and empower them to maximise their potential to the fullest.

Start with the ‘why’, like Simon Sinek explains, and then, work on your MTP (Massive Transformative Purpose): how are you impacting the world. People that share that belief will join you and align with your ‘why’, so they will be self-motivated and purpose-driven form start. You won’t have to be trying to push them into action with ‘rewards’ or ‘punishments’.

Learning from mistakes is essential for team growth and development. Every mistake provides an opportunity to identify areas for improvement, refine processes, and enhance team performance.

A framework that is very useful to keep teams on track is OKR. I found that defining yearly Objectives, then quarterly Key Results, and measuring evolution on a weekly basis is really helpful to keep an eye on change, performance, and ensure that all teams are aligned on the long run