As a people manager, you want your team to achieve their goals, grow their skills, and feel engaged and motivated. But how do you make sure they have the right resources to do so? In this article, we'll explore some of the key resources you need to help your team succeed, and how to provide them effectively.
One of the most important resources you can give your team is clear expectations. This means defining the scope, objectives, deadlines, and quality standards of their work, as well as how they will be measured and rewarded. Clear expectations help your team align their efforts with the organizational vision, prioritize their tasks, and avoid confusion and conflict. To set clear expectations, you need to communicate them frequently and consistently, use SMART goals, and solicit feedback from your team.
As a people manager, you can empower your team to work collaboratively. Be a supportive and accessible leader. Observe the team members strengths and weaknesses and offer guidance, mentorship, address their timely concerns and provide right direction. Most importantly, acknowledge the importance of work-life balance and offer flexibility when possible. Well-rested and balanced team members are more productive, engaged and successful.
Without Clear Expectations for the Goals & Performance Indicators you as a People Manager will never improve their performance ... What I find very helpful to share the vision and detailed smarts and linking them to the employee organizational & personal goals
Clear expectations are like a roadmap for your team's success. They make working together easier because everyone knows what they should do. Here's why they matter: Alignment: Clear expectations help everyone work toward the same goal. Productivity: Clarity boosts productivity. Team members can focus on their tasks without wasting time figuring things out. Communication: It encourages open communication. Team members can discuss progress, challenges, and ideas better when expectations are clear. Reduced Conflict: Clear expectations reduce misunderstandings and conflicts. When everyone knows the rules, there are fewer disagreements. In short, clear expectations act like glue, keeping your team together and guiding them toward success.
Hmm, there are many resources but I notify only few here 1st clear mindset 2nd eager to help 3rd always ready to listen 4th new approach and ideas 5th appreciate your team So in my opinion your the big resource to your team.
Open communication and clear goal setting is key to success for any team. Missing either or won't help you set clear expectations.
Another vital resource for your team is feedback and coaching. Feedback is the information you give your team about their performance, behavior, and impact. Coaching is the guidance you give your team to help them improve, learn, and overcome challenges. Feedback and coaching help your team recognize their strengths and weaknesses, adjust their actions, and achieve their potential. To provide effective feedback and coaching, you need to be timely, specific, constructive, and supportive, and use a mix of formal and informal methods.
Timely feedback ensures that issues are addressed promptly, helping team members course-correct in real-time. Specificity in feedback helps individuals understand precisely what areas need improvement or where they excel. Constructive feedback not only points out areas of improvement but also offers solutions or suggestions for development, fostering a positive environment for growth. Supportive coaching goes hand in hand by providing guidance and mentorship. Feedback and coaching are a two-way street. It's not just about what the leader provides but also about creating an open culture where team members feel encouraged to seek feedback, ask for guidance, and actively participate in their own development.
When giving feedback, it’s important to ask if the person is open to receive feedback in that moment. The other one is to clearly separate the facts from the emotions. When emotions get involved, we can lose perspective and objectivity.
From personal experience, I have had wonderful coaches that helped me advance and develop. Many mangers have good instinct on doing this. However many don't. I have also suffered from the lack of coaching. You don't know what you don't know and if there is a lac of guidance that won't change. If your not getting the coaching you need, ask questions, seek guidance, and have managers point you in the right direction. You won't find out what you need unless you ask.
I believe Coaching is a skill that goes beyond the ability to provide feedback; it involves fostering a supportive and developmental environment where team members can truly thrive. While the content suggests that every leader should be capable of coaching, in reality, coaching is a specialized skill that requires training, practice, and genuine commitment. In recent years, "coaching" has become a buzzword, often used loosely without a deep understanding of its principles. True coaching involves a deep understanding of individual team members, active listening, empathy, and the ability to ask powerful questions. It's important to recognize that while feedback and coaching are essential for team success, not all leaders are natural coaches.
The hardest lesson to learn as a leader is that giving general feedback to someone might do more harm than good. Always be specific about why you praise the person. Even a tap on the shoulder that someone cleaned a dirty cupboard last night could make a huge difference.
A third resource you need to help your team succeed is training and development. Training is the instruction you give your team to help them acquire or enhance the knowledge, skills, and abilities they need for their current roles. Development is the opportunity you give your team to help them prepare for their future roles or career aspirations. Training and development help your team perform better, adapt to changes, and stay motivated and engaged. To offer relevant training and development, you need to assess your team's needs, goals, and preferences, and use a variety of formats and sources.
Absolutely agree with the significance of training and development! It's the backbone of a skilled and adaptable team. Assessing individual needs and aligning them with organizational goals is pivotal. Beyond formal programs, real-world experience is a powerful teacher. Team members often learn most by tackling actual challenges on the job, fostering growth and adaptability. Mentoring and peer coaching are invaluable resources within the team. Seasoned members can offer insights and guidance, bridging the gap between theory and practice while strengthening team bonds.
Its very simple; - Hire the right talent - Share your knowledge and experience - Let the team make their decisions meaning empowerment - Harness the skills and strengths - Provide timely and constructive feedback to work on the shortcomings - Involve your team in decision making, this is a learning curve for them - Promote ideas, innovation and improvise Learning is a continuous process and if you have kept your team's focus on the goal, then work backwards to identify the steps required to achieve this, build confidence in your team - This is the greatest learning curve they can go through. Make them future leaders, share your experiences with them. Sharing is caring.
To get the most out of the training and development, I recommend using the 70, 20 and 10 learning model. This means that 10% of what we learn is through formal education, for example, a course, school, webinar. Then the 20% is learning from others like shadowing, mentoring and coaching and 70% is from practicing / doing. This model provides a holistic approach. It’s a win-win for both the person and the company. It gives a higher probability that the person puts in practice what they learnt and the company gets the rewards of the investment.
As a business coach and COO in healthcare, I recognize that training and development are not just investments but vital assets for a team's success. Assessing needs, aligning with goals, and accommodating individual preferences ensure relevant and effective development. By offering diverse formats and sources, you empower your team to excel, adapt, and stay motivated in a dynamic healthcare landscape.
Investing in training and development is crucial for team success. Training imparts the knowledge and skills needed for current roles, while development fosters preparation for future responsibilities. These initiatives not only enhance performance but also empower teams to adapt to changing landscapes and stay motivated. To ensure their effectiveness, it's imperative to assess your team's unique needs, align with their goals and preferences, and employ a diverse array of training formats and sources. This comprehensive approach is pivotal in nurturing a skilled, adaptable, and engaged workforce that can meet the challenges of the present and seize the opportunities of the future.
A fourth resource you need to help your team succeed is tools and technology. Tools are the equipment, materials, and systems you give your team to help them complete their work efficiently and effectively. Technology is the software, applications, and platforms you give your team to help them communicate, collaborate, and innovate. Tools and technology help your team streamline their processes, optimize their results, and leverage their creativity. To provide suitable tools and technology, you need to evaluate your team's requirements, challenges, and opportunities, and use the best available solutions.
The right tools empower teams to excel. It's not just about providing tools; it's about matching them to the team's unique needs. Understanding the challenges and opportunities within your team is key. This informs the selection of tools and technology to streamline processes and optimize outcomes. It's not a one-size-fits-all approach; customization is crucial. Moreover, technology isn't just a productivity enhancer; it's a collaboration catalyst. Modern software and platforms enable seamless communication and foster innovation by breaking down geographical barriers. Staying up-to-date ensures your team remains competitive and can leverage the full spectrum of possibilities the ever-evolving tech landscape offers.
Everyone wants us working harder, smarter, faster - but it cannot be achieved without the right tools and resources. An effective ATS, LinkedIn Recruiter License, the right equipment to work from home on those hybrid days (a good laptop, large screen and company mobile phone (that allos you to be mobile and links back to your ATS if on-the-road / away from your laptop)
As a business coach and COO in healthcare, I understand that tools and technology are pivotal resources for enhancing productivity and innovation. Tailoring solutions to your team's unique needs and leveraging cutting-edge advancements not only streamlines processes but also amplifies creativity and results. It's about aligning resources with your team's potential and staying adaptable in an ever-evolving healthcare landscape.
Tools and technology are vital for team success. Tools aid efficiency and effectiveness, while technology facilitates communication and innovation. They streamline processes, enhance outcomes, and unlock creativity. To offer the right tools and tech, understanding your team's specific needs, addressing challenges, and capitalizing on opportunities are essential. Employing top-notch solutions ensures optimal support for your team's goals and aspirations, ultimately propelling them toward success.
A fifth resource you need to help your team succeed is recognition and rewards. Recognition is the appreciation you show your team for their achievements, contributions, and behaviors. Rewards are the incentives you give your team for their performance, outcomes, and actions. Recognition and rewards help your team feel valued, satisfied, and loyal, and encourage them to repeat or exceed their success. To deliver meaningful recognition and rewards, you need to be fair, consistent, and aligned with your team's expectations and preferences, and use a mix of intrinsic and extrinsic motivators.
Recognition serves as a powerful motivator. When employees feel appreciated for their hard work and contributions, it boosts their morale and inspires them to excel. It creates a positive feedback loop where success is acknowledged and repeated. However, ensuring that recognition is fair and consistent across the team is essential. Everyone should have equal opportunities to shine and be appreciated for their unique strengths and efforts. Rewards, both intrinsic and extrinsic, play a vital role too. Intrinsic rewards like meaningful work and career development opportunities can be as impactful as extrinsic rewards like bonuses and promotions. Striking the right balance between the two is key.
Recognition is even more meaningful when employees are recognized in the way they want to be (not necessarily the way the leader wants to). Some people value public praise, others don't. Some value tangible rewards, others don't. Recognition is best when it isn't one since fits all, but rather individualized.
Recognition in a meaningful way is key. Unfortunately, few people leaders know how their team members preferred to be recognised or what’s important to them. The best way to find out what’s meaningful to each team member is asking them. Recognition and rewards that are received unexpected are the ones that have the greatest impact.
It is the simple things that make a big impact. Recognition is so rarely used... even a 'thankyou' at the end of the day to your team - thanks for your work today, your contribution to that meeting, that awesome ad that you posted today... it really doesn't take much to highlight to your team members know how much they matter and contribute. Rewards do not need to be huge... take someone for a coffee offsite, give them a chocolate bar or small gift card which could mean the world to someone?
Another hard lesson for any leader. Sometimes you go to work in a company and they list general reward schemes, which sometimes is not what people want. One person might want a small pay rise, another person might just want public praise, and some might be just happy to get an opportunity to learn new things, every leader needs to know what each person likes. I think general rewards are not working as well as individual.
A sixth resource you need to help your team succeed is support and trust. Support is the assistance you give your team to help them overcome obstacles, cope with stress, and balance their work and life. Trust is the confidence you have in your team's abilities, intentions, and decisions. Support and trust help your team feel empowered, resilient, and accountable, and foster a positive and collaborative culture. To provide adequate support and trust, you need to be empathetic, responsive, and flexible, and delegate, empower, and respect your team.
Support isn't just about offering help when needed; it's about creating an environment where team members feel safe to voice their concerns, ask for help, and address challenges. It's a safety net that enables individuals to overcome obstacles and maintain a healthy work-life balance. Trust is the foundation upon which high-performing teams are built. When team members know their abilities and decisions are trusted, it encourages accountability and initiative. It also promotes open communication and collaboration, as people feel confident sharing ideas and feedback. Leader should be empathetic and responsive. Understanding your team's needs and providing timely support can make a significant difference.
I want to stress the "responsive" part. In today's busy world, I see too many leaders not paying enough attention to this crucial piece of trust and support. If someone from your team asks you a question or requests your feedback, please give them the courtesy of responding as soon as you are able. It shows you care, and care is one of the foundational elements of trust.
There are several other factors to consider in helping your team succeed - Diversity and Inclusion, Communication, Goal Alignment, Time Management, Conflict Resolution, Adaptability, Well-being, and Innovation. In essence, team success is a holistic endeavor beyond resources alone. It's about creating a conducive environment that values diversity, encourages innovation, and prioritizes the well-being of its members while staying aligned with organizational goals.
In the context of diversity, bringing together a broad range of professional backgrounds, skills, and expertise that individuals bring to a workplace. It includes variations in work history, industry knowledge, and the specific roles and responsibilities that employees have had in their careers. Embracing diversity in business experience can lead to a more innovative and adaptable workforce, as employees with different work backgrounds can offer fresh perspectives, problem-solving approaches, and a broader skill set, contributing to the overall success of an organization.
There’s nothing better than clear goals and opportunities for growth to encourage a team to strive for success. In my experience, campaigns that lack these two elements—although they can still be “successful” as in completion and engagement—often result in untapped potential for higher performing campaigns. With clear, measurable goals and opportunities for teams to gain new skills or apply newly acquired skills in campaigns and projects the highest level of potential success, as in more conversions, new leads and audience growth, can be achieved.