You're leading a team to meet organizational targets. How do you make sure team members feel valued?

To ensure team members feel valued while meeting organizational targets, practice active listening. Regularly seek their input, showing genuine interest in their ideas and concerns. Give constructive feedback and recognize their contributions publicly. Provide opportunities for professional growth and involve them in decision-making processes. Offer support and resources to help them succeed. Acknowledge individual and team achievements, fostering a culture of appreciation and respect.

In my view, when guiding a team to achieve organizational targets, ensuring team members feel valued involves empowering them. Empowerment means entrusting their abilities, offering growth opportunities, actively listening to their ideas, and acknowledging their contributions. This cultivates a sense of ownership, motivation, and dedication toward accomplishing collective objectives.

Genau das ist es, was gute Vorgesetzte ausmacht. ?? Nicht, sich selbst st?ndig in den Vordergrund stellen, sondern vor allem die Mitarbeitenden bef?higen, sich weiterzuentwickeln, gut oder gar besser zu werden als man selbst und ihnen die Bühne geben, um ihr Potential zu zeigen! ??????

"The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things." - Ronald Reagan Empowerment is the fuel that propels teams from good to great. When you entrust your team members with responsibility and authority, you're not just delegating tasks... you're investing in their potential. This act of faith often yields returns far beyond your expectations. By empowering others, you create a ripple effect of confidence and innovation that can transform your entire organization.

Debemos saber reconocer los logros que obtienen y las grandes ideas que brindan. De esta forma, el equipo y cada uno de los colaboradores se sentirá a gusto y buscará destacar en una competencia sana con sus pares o compa?eros.

I have this philosophy: Give credit where it's due. From my personal experience, I've seen how effective recognition and appreciation can be to enhance motivation and performance. Appreciating others can be a great way to make people feel that they are valued. When giving appreciation, it's important to spend a bit of time on it. Instead of a simple "Well done" (which can work well too, by the way) articulate what did you like about their effort and how it has helped others. They get the message that their efforts are seen, that their efforts matter. Significance is a core human need, and when this is met, chances are people will go out of their way for others.

Als Leader gehe ich auch mit den Arbeitszeiten & dem Urlaub respektvoll um und lebe das vor. Urlaub ist Urlaub. Auch als Führungskraft darf ich bewusste Auszeiten haben und kann mich auf mein Team verlassen. Vertrauen ist das A und O.

Gemeinsame Aktivit?ten auch nach Feierabend oder auch mal ein Ausflug in der Gemeinschaft k?nnen das Gemeinschaftsgefühl ungemein steigen. Bewusst dosiert ziehen sicherlich auch alle an einem Strang. Wichtig ist auch kleine Meilensteine zu feiern. ????

For team members to feel valued involve them in the decision making or the work that leads up to it. If you involve your team in the creation of the plan, roadmap or end goal they feel empowered since they take on responsibility which leads to a higher sense of accountability to achieve the goal. Involving the team in the goal ensures that everyone's voice is heard and that together as a team you can reach this goal in the end. Keep them updates on the progress, celebrate the wins, give feedback to the team and show them the value added they have delivered by reaching the goal.

"The only way to do great work is to love what you do." - Steve Jobs While strategies and structures are crucial, never underestimate the power of passion and purpose. As a leader, your role extends beyond managing tasks... you're the curator of your team's motivation and engagement. Consider how you can align individual passions with organizational goals. When team members find personal fulfillment in their work, targets aren't just met; they're exceeded with enthusiasm. If you could redesign your team's roles based purely on their passions and strengths, ignoring current job descriptions, what would that look like and how might it impact your organizational targets?