You’re leading a team with diverse skill levels. How can you motivate everyone to achieve the same goals?

Understanding the team would be the initial step in building their capacity. Once they are assesed, their objectives and goals can be set. In the process of achieving those goals it is necessary to give some level of authority to the team so they can lead on their tasks. This will make them understand their own challenges and capacity while they will work hard to achieve their goals. As a supervisor it is good to keep a track of their work but micro managing would affect their efforts and creativity. At the end of their assignment it is also necessary to recognize their work, congratulate them and then give them a feedback on the things that needs to be improved. This is the most useful method to keep them motivated and push them to work.

Clearly define the goals and objectives of the team in a way that is inspiring and fulfills a higher purpose. When you link their performance to the higher purpose, it somehow diminishes ground-level boundaries. The team aligned with a higher purpose more conveniently, which allows them to overlook minute differences in skill levels and other aspects. Make sure that each team member understands the importance of these goals and how their contributions contribute to the overall success of the team.

Recognize and celebrate the unique skills and strengths that each team member brings to the table. By acknowledging their contributions, you can boost morale and motivation.

Play by an individual's strengths. As simple as that. No two persons are identical, and to impose uniform expectations is to court disillusionment. I've used this approach with my teams and it has been a game changer with everyone thriving and collaborating towards shared objectives.

Para motivar uma equipe com diversos níveis de habilidade a alcan?ar os mesmos objetivos: Estabele?a metas claras e alcan?áveis que inspirem e desafiem todos os membros da equipe; Reconhe?a e valorize as contribui??es individuais, independentemente do nível de habilidade; Ofere?a suporte e orienta??o para desenvolver as habilidades dos membros menos experientes; Promova um ambiente colaborativo onde todos possam aprender uns com os outros; Incentive o crescimento profissional por meio de oportunidades de treinamento e desenvolvimento; Promova a responsabilidade e a presta??o de contas para garantir que todos contribuam para o sucesso da equipe; Celebre as conquistas coletivas e reconhe?a o progresso de cada membro.

In the process we might feel that what you want to achieve is not something team wants to do or achieve. It’s crucial that as a leader we adopt the right style to lead such team and set the goals strategically to have a right balance of company’s strategic goals, individual goals and what we want to ached as a team.

1. Define the objective: Start by defining the objective that you want to achieve. This should be specific, measurable, achievable, relevant, and time-bound. 2. Involve your team: Involve your team members in the goal-setting process to ensure that everyone is on board with the objective. 3. Break down the goal: Break down the main objective into smaller, manageable tasks. This will help you to create a roadmap for achieving the goal and ensure that everyone knows what they need to do. 4. Set deadlines: Set deadlines for each task to ensure that the team stays on track and the goal is achieved within the set timeline. 5. Monitor progress: Monitor the progress of the team regularly to ensure that they are on track to achieve the goal.

3 Tips for Goal-Oriented Individuals to Enjoy the Journey, Not Just the Destination 1. Set Milestones for Small Achievements Setting smaller milestones simplifies reaching your main goal, offering regular achievements to celebrate, keeping motivation strong, and highlighting progress. 2. Practice Gratitude for Progress Made Practicing gratitude for each step forward fosters positivity, reinforces commitment, and values effort over just outcomes. 3. Celebrate Every Step, Not Just the Finish Line Celebrating every step highlights the journey's value, enriching your life and crafting your success story through daily progress.

Leaders are responsible for establishing reasonable and clear expectations, both in relation to work and regarding behavior and communication. If someone is "struggling", it is because they are consistently falling outside the range of "reasonableness" - one's skill level should not be based on the subjective views or opinions of others on the team. Where someone is falling below this objective standard, then the leader should work with the individual to determine why this is happening; and then facilitate necessary improvement through a combination of clear accountability and reasonable supports (such as training, mentoring, and evidence-based accommodations).

Defina metas específicas e mensuráveis que sejam desafiadoras, mas alcan?áveis para todos os membros da equipe. Isso ajudará a manter todos focados em objetivos comuns e a criar um senso de propósito compartilhado.

Even having different skill levels, each team member having their own contribution towards team success. By giving recognition on the successful completion of their task or other achievement, they will understand the expectation, feel satisfied, belong and will want to have that feeling again so they will replicate the success in other tasks. This way we continuously motivate them to meet or even exceed the expectation.

I’ve always had my team exceed my expectations! This has been accomplished by Always beginning on a Positive note! One of the Rules from the book “Winning friends and Influencing People” is-give HONEST SINCERE COMPLIMENTS! If you say it, /mean it! This is not like a shallow complement. For example, telling someone, “I like your tie” is very different from saying “You played a great game last night! The key is HONESTY and SINCERITY! If you open a meeting on a good note,u will carry out the merry & end in a professional man ner!

Recognising and rewarding the achievement of your team members is important for several reasons. Firstly, it helps to boost morale and motivation within the team, as team members feel valued and appreciated for their hard work and accomplishments. This, in turn, can lead to increased productivity and better performance overall. Secondly, it can help to foster a positive work culture, where people feel supported and encouraged to do their best work. Finally, recognition and rewards can help to retain top talent, as team members are more likely to stay with a company that recognises and rewards their efforts. Overall, recognising and rewarding the achievement of your team members is a simple yet effective way to boost the team's moral.

De fato a celebra??o e recompensas por conquistas é fundamental para manter a equipe motivada. Também acho importante saber ouvir (escuta ativa), ter empatia e principalmente ser justo.

Nous pouvons relever plusieurs types de récompenses : -les primes -les remerciements -les célébrations de victoires avec mise à l'honneur -des repas d'équipe -des avantages en nature (voiture de fonction par exemple) -et bien d'autre Ici l'essentiel pour le collaborateur est de sentir important, intégrer et valoriser. Cela engendra sa loyauté et donc assurera sa fidélisation

As a project manager, I came to learn that "diversity" on my team was a label that didn't actually guarantee anything. I prefer "alternative perspectives". To me, it doesn't matter what my team looks like or where they come from. I need them -- I WANT them -- to contribute their alternate perspectives. Shoot holes in my idea, and let's discuss how we can make our service/product even better. Further, where do we anticipate challenges? How can we plan now to overcome them? Encourage their input! Plus, I invite their varied skills levels, because if everyone has the SAME skills and experience, then we get the SAME answers...and we may miss the goal.

By promoting an inclusive environment where diverse perspectives, backgrounds, and ideas are valued, teams can leverage the strengths of each individual to drive innovation and success. Establishing open communication channels and platforms for idea exchange facilitates collaboration and ensures that everyone feels heard and respected. Additionally, setting common objectives and emphasizing the shared purpose cultivates a sense of unity and motivation among team members, inspiring them to work together towards a common vision. Celebrating achievements collectively and recognizing contributions from all members further reinforces a culture of collaboration and diversity, empowering individuals to excel and thrive together.

One thing I have found helpful is having team building activities regularly to enhance bonding among team members and also create a sense of belonging. This also acts as a stress buster and helps team members to sort out any differences in a casual setting.Creating a culture of trust will help bring different ideas and perspectives to the table.

A culture of trust and respect can only happen when everyone on the team allow everyone else a full and fair opportunity to be heard without fear of retaliation. A "my way or the highway" or persistently critical or negative leader or team member will create a culture of fear, isolation and silence. This might create the illusion of a conflict free team and team decisions might appear to be consensual but - given the dysfunctional dynamics they are exactly the opposite.

Collaboration amongst diverse individuals produces better outcomes. Team-building activities and DEI intiatives foster understanding and respect amongst a diverse team. It is essential that the vision for the team is made clear and that it is a shared vision amongst the team.

It is crucial to provide feedback regularly, focusing on strengths and areas for improvement. Offering personalized coaching to support individual needs and goals is important as well. You should set achievable goals and review progress regularly for every individual separately. Than offer opportunities for learning and skill development. Don't forget to recognize and celebrate progress and achievements.

Feedback is important to all members of the team -including the leader-, to understand the challenges and needs that have to be addressed, but it also helps to strengthen the team’s communication and built trust. Thru feedback the leader will have the opportunity to understand the situation in which every member has been impacted in a positive or negative way, so the leader must be able to make better decisions based on the circumstances and align the action plan with the purpose of the organization. Finally, training and coaching for every member will also help to improve the team skills, so that they can continue their work in a meaningful manner and to be successful in the long run.

Respectful accountability is critical to any team. This ensures that each person on the team is held accountable for ways in which their work - or their behaviour - are undermining the team's objectives and goals. At the same time, they are supported by their leader (and team) in the course of making necessary improvements. It is the opposite of a passive/aggressive and blame/shame cultures that are pervasive on many struggling teams.

Firstly, it's crucial to offer specific, constructive feedback tailored to each individual's strengths and areas for improvement. This feedback should be delivered regularly and in a supportive manner, focusing on solutions rather than criticism. Additionally, coaching sessions can be conducted to set clear expectations, identify personal development goals, and provide guidance on how to reach them. By fostering open communication and creating a culture of continuous learning, team members are empowered to take ownership of their growth and contribute effectively towards shared objectives.

Following these simplified steps can help motivate your team towards achieving their goals. 1. Clear Goals: Make sure everyone knows what needs to be done and by when. 2. Feedback Loop: Regularly give feedback on what's going well and what needs improvement. 3. Learning Culture: Encourage learning and trying new things. 4. Support System: Provide help and resources when needed. 5. Small Wins: Break the project into smaller tasks and celebrate progress. 6. Teamwork: Emphasize working together and sharing knowledge. 7. Recognition: Acknowledge and reward achievements to keep motivation high.

apres une préparation encadrée en amont, - laisser ensuite les collaborateurs créer leur propre expérience, et donc leur retour d'expérience. -débrieffer après l'événement, sans sanctionner les erreurs. -Encourager et valoriser la prise d'initiative -remotiver et donner du sens après les erreurs commises

It falls back to you knowing your team, and knowing them well. Micromanage is so not the way to go, and I believe we all out there hate it. At the end of the day it boils down to what type of leader you are and what works for you, but it wount necessarily mean total task success. Know your people, and trust them accordingly on the knowledge you have about them, is my experience and 50 cents to this topic.

Providing opportunities for the team members to operate in their own agency builds confidence and trust. Sometimes we have to manufacture opportunities for the express purpose of showing the team their capacity.

1. Set Clear Goals: Make sure everyone understands what needs to be achieved. 2. Know Your Team: Understand what motivates each team member. 3. Give Ownership: Let them take charge of their tasks and decisions. 4. Support Growth: Provide opportunities for learning and advancement. 5. Communicate Clearly: Keep everyone in the loop and listen to their ideas. 6. Lead by Example: Show enthusiasm and dedication. 7. Build a Positive Environment: Foster teamwork and respect. 8. Celebrate Success: Recognize achievements and learn from mistakes.

In all my years of experience the best results have been identifying different actors and skills in the team, put goals according their possibilities and coach them to help them succeed and learn in the process.

It’s the H (human) factor. Any team can excel if all facets of Human ( relationship / conflicts) are managed. Team is made of Humans and they are the most important element. Few things that worked for me 1. Never ever demean any team member in team meeting. We all make mistakes. To err is human. 2. Team lead should lead by example 3. Set your and team members expectations right, not everyone is same 4. Coach and mentor your team 5. Always have positive thinking and create a healthy atmosphere for the team to perform 6. Don’t let any outsider “discourage” your team 7. Never “Judge” anyone 8. Have empathy

As an Insights Certified Practitioner I know that people are motivated by different things and there is different ways to motivate people. Take the time to learn about the people in your team and understand what makes them thrive. Some people will be motivated by clear goals and objectives, others by the possibility of working on a team environment, others by showing them that you really care.

Um bom gestor deve estar comprometido com o sucesso n?o só dos projetos, como da sua equipe e com os valores da empresa. Para isso, é preciso saber lidar com as emo??es e n?o perder a estabilidade psicológica, uma vez que você irá lidar com pessoas distintas, solucionar conflitos e participar de situa??es, concluo afirmando que a inteligência emocional é indispensável.

Don't underestimate the effect of non-financial rewards on boosting employees morale: Drawing lessons learnt from previous work experiences, I had noticed the importance of non-financial rewards such as giving gentle compliments, receiving positive feedback, orgainizing informal fun meetings in raising employees morale, productivity and performance during the project cycle. On the other hand, the reverse is true. When the work environment is toxic, employees morale decrease, even if the financial rewards are high enough to keep them financially comfortable. As a result, the smart combination of financial and non-financial rewards package, play a significant role in keeping the equation balanced.

Promova um ambiente de aprendizado contínuo: Incentive uma mentalidade de crescimento e aprendizado contínuo em toda a equipe, onde os erros s?o vistos como oportunidades de aprendizado e melhoria. Ofere?a suporte e recursos para ajudar os membros da equipe a desenvolverem suas habilidades e superarem desafios. Seja um líder inspirador e acessível: Seja um modelo de lideran?a inspirador, demonstrando confian?a, resiliência e empatia. Esteja disponível para ouvir as preocupa??es e ideias dos membros da equipe e inspire-os a darem o melhor de si para alcan?ar os objetivos comuns.