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What do you do if your project team needs a new leadership style?

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When a project team is struggling, it might be time to consider a shift in leadership style. As a team manager, it's crucial to recognize when the current approach isn't working and to be flexible enough to adapt. Whether it's due to changes in team dynamics, project scope, or external factors, understanding and implementing a new leadership style can reinvigorate your team and steer your project back on track. It's about finding the right balance between guidance and autonomy, communication and trust, and ensuring that the team's objectives align with the project goals.

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Pankaj Goyal

Engineering Leader | Microsoft | ex-Amazon

1 Assess Needs

To determine if a new leadership style is necessary, start by assessing the needs of your team. Look for signs of disengagement, missed deadlines, or declining quality of work. Listen to feedback from team members about what's working and what isn't. Consider the unique personalities and work styles within your team, and think about how different leadership approaches might better cater to their strengths and weaknesses. Remember, the goal is to foster an environment where everyone can thrive and contribute effectively to the project.

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Pankaj Goyal

Engineering Leader | Microsoft | ex-Amazon
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I agree and the most aspect is to listen actively and retrospecting periodically of what is working and what is not. Goal should be able to create a team that thrives and aim to raise the bar of product as well as work culture. Also, it is necessary to understand and remove recency or any types of bias while identifying the need.

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2 Choose Style

Once you've identified the need for change, explore various leadership styles. From authoritative to participative, each has its strengths and can be effective in different situations. For instance, a more democratic style may work well for teams requiring collaboration and creativity, while a coaching style could benefit those in need of skill development and motivation. Your choice should be informed by the nature of the project, the team's culture, and the specific challenges you're facing.

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3 Communicate Change

Communication is key when introducing a new leadership style. Clearly explain the reasons for the change and how it will benefit the team and the project. Be transparent about what will be different and what is expected from each team member during the transition. Encourage open dialogue and be prepared to address concerns or resistance. This will help minimize confusion and build trust in your leadership.

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Pankaj Goyal

Engineering Leader | Microsoft | ex-Amazon
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It is important to communicate and ensure everyone is on the same page. The change may create anxiety, but a clear reasoning and link to the vision has worked for me.

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4 Implement Gradually

Implementing a new leadership style should be a gradual process. Abrupt changes can be unsettling and may lead to pushback. Start by incorporating small adjustments and monitor how the team responds. Provide support and guidance as your team members adapt to the new approach. This phased implementation allows you to tweak the style as needed and ensures a smoother transition.

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Pankaj Goyal

Engineering Leader | Microsoft | ex-Amazon
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This is about human and everyone needs to settle with new change. Changes should be aligned to the broader vision but should be gradually done so constant impact and correction can be done. At all times, build a safe environment and robust feedback mechanism to constantly listen and learn.

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5 Evaluate Progress

As you roll out the new leadership style, regularly evaluate its impact on team performance and morale. Seek feedback from your team members to understand what is working and what might need further adjustment. Be willing to make changes based on this feedback. Continuous evaluation is crucial to ensure that the leadership style remains effective over time and that it aligns with the evolving needs of the project and the team.

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6 Foster Growth

Finally, use the new leadership style as an opportunity to foster growth within your team. Encourage team members to develop new skills and take on additional responsibilities. Recognize and reward progress and achievements. A leadership change can be a catalyst for individual and team development, ultimately leading to a stronger, more capable team that can achieve great results.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your project team needs a new leadership style?

1

2

3

4

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1 Assess Needs

2 Choose Style

3 Communicate Change

4 Implement Gradually

5 Evaluate Progress

6 Foster Growth

7 Here’s what else to consider

Team Management

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What do you do if your project team needs a new leadership style?

1

2

3

4

5

6

7

1 Assess Needs

2 Choose Style

3 Communicate Change

4 Implement Gradually

5 Evaluate Progress

6 Foster Growth

7 Here’s what else to consider

Team Management

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