How can leaders help their team members grow?

1. It's by giving the team the confidence that they can do it! 2. By engaging with them that every mistake is an opportunity to learn!

The essential requirement for Team Members to grow is for you as leader not to ask them to complete a task and then follow up by telling them how. Provide the task, indicate the resources available, agree a timeline and then let the team member have a go at delivering. Asuming there is a level of trust between the team member and yourself, if the team member is struggling they are will come to you. In my experience, even then it is not your place to tell them how to complete the task. Rather, it is your place to work with the team member and explore options which they provide. Use "what are the options, what are issues with each of the options and which will deliver the best outcomes.

Truly knowing your team is like opening a treasure chest filled with unique gems. Each member has their own sparkle - strengths, weaknesses, dreams, and what fuels their passion. As a leader, it's my joy to discover these through genuine interactions, not just assessments.

I help my team members grow, by enabling them - to acquire skills - to have stakeholder engagement - to lead the projects - to allow them to make mistakes - to allow them to #innovative and #creative - to be accountable for what they are up to. Thanks

To get the most out of your team, it’s important to recognize that each person has their own motives. Learning what motivates other people is not as straightforward as directly asking someone, “What motivates you?” Most of us struggle to articulate our actual motives and may not be fully conscious of them. A better approach, and one I’ve coached many leaders to take, involves asking three powerful questions focused on the past, the present, and the future. This can help you uncover how your team members relate to their work and what lies at the root of their ambitions. There are a few components that drive intrinsic motivation: competence, autonomy, and connectedness, according to the theory of self-determination (STD).

Setting goals is like plotting a course on a map for a journey. It’s important that these goals aren’t just destinations, but also include scenic routes for learning and growth. I believe in setting goals that stretch their capabilities, yet are achievable. For me, it's about balancing ambition with support, ensuring that while the goals push their boundaries, they also align with their aspirations and our organizational vision.

A leader who fosters a culture of continuous improvement and excellence will often do that, even though challenging goals is sometimes regarded as a sign of arrogance. But this is what weak managers would do. The courageous ones will see this as an invitation to stretch beyond their comfort zones and embrace new challenges. In my opinion it's about striking the right balance between pushing boundaries to drive progress while providing the necessary support and resources to ensure success. This approach motivates individuals to unleash their full potential and exceed expectations.

Often individuals are highly aware of their growth areas; without being told. Invite team members to share what they have observed about themselves during x period when performing y activities; and what kind of support would be helpful for them going forward. On the other hand, call out and celebrate the big and small things that have made a difference to the team and themselves.

Recognition is a positive leadership behaviour that gives higher chances of motivation for team members. Most ways of motivating team members need not be material or financial in nature. Giving team members more responsibility even for short term tasks is an example of recognition and builds trust.

Most uplifting way for a Team Leader to make their members grow in personal life and career is by creating a "Recognition Program" within the Leader's Organization that rewards members who attain achieve certain goals in their position ( for sample: attaining certain number of clients ) and so by the Team Leader providing this program will make members feel motivated to perform more more better quality service, then the Team Leader will gradually see this progress and inspired to give feedback to the member which will create more future progress in the latter's career, by having a positive perspective flowing in their veins as such that is known as the : "Onward and Upward mentality" ????

Feedback and recognition are the nourishment for a team's growth. I see feedback as a two-way conversation, a chance to understand and be understood. It's not just about pointing out areas for improvement but also celebrating the small wins along the way. Recognition, in my view, is more than just saying ‘good job’. It’s about acknowledging the effort behind the achievement, making it known that their hard work is seen and valued.

Delegation plays an important role in developing teams. It is critical to be clear about the objective for delegating a team member or team members. When objectives are set, there is clarity in the leader and those that are to be delegated on what is to be achieved and how it will be measured. Communication is a key ingredient in delegation.

As a leader, you should understand that you cannot be an expert at everything and do everything by yourself, that is why it is important to build a team of trusted experts to support you in achieving your vision and mission.

When leaders embody the values, behaviors, and work ethic they expect from their team, it creates a tangible example for others to follow. By consistently demonstrating integrity, professionalism, and a commitment to quality, leaders set the standard for excellence within the team. This approach fosters a culture of accountability and empowers team members to take ownership of their work. When they see their leader actively living out the values and principles they espouse, it reinforces the importance of those values and motivates team members to uphold them in their own actions.

Be their sponsor. This is true for team members who are already high performing or those who need to move to the next level stretch zone. Be the one on the lookout for growth opportunities for them within the company, and be the one to pound the table to get them a seat at a new table, where they can grow further, spread their wings, and soar!

After building your team, make sure that you provide them with all the support they need. Let them know that they are a valued member of the team, that they are serving a bigger purpose, that what they are doing matters. Doing this will help you win their trust and loyalty in the long run.? Questions for reflection: Have you been hiring the right people? Do you trust your team? Does your team share your values?? Is your company’s purpose socialized amongst the team? Are they happy and proud of their work?? What have you done for your team to make them feel valued?