What do you do if your team is not responding to your leadership?

I believe that key to become a more effective leader is to understand yourself and others. Understand how your behavior impacts others : Maybe your leadership trait is highly structured and directive contrasts with the team members, who are more on a collaborative and flexible approach. it's crucial to seek information not only about yourself, but also about your team members' personalities and behavioral styles.

Leadership is a skill that can be learned. A leaders have to be flexible and change his style according to the situation, challenge, and team. If the team does not respond to the leader She/he needs to change his style.

Diagnose the Disconnect: Self-reflection: Before pointing fingers, consider your own leadership style. Are you providing clear direction and goals? Is there open communication, or a fear of speaking up? Team Input: Schedule one-on-ones or small group discussions to understand your team's perspective. Are they unclear about expectations? Do they lack the resources or skills to succeed? 2. Foster Open Communication: Active Listening: When your team speaks, truly listen. Acknowledge their concerns and frustrations. Transparency: Be upfront about challenges and goals. Explain the reasoning behind decisions, and encourage questions.

When facing challenges with team responsiveness to your leadership, a reflective and strategic approach can help address the underlying issues and improve dynamics. Reflect first on your leadership style and approach to identify potential areas for improvement. ?? Consider whether your communication, expectations, or management style might be contributing to the disconnect. ? Self-assessment and seeking feedback from trusted peers or mentors can provide valuable insights.

Step 1: Look in the mirror. If you believe the problem is them and you haven't considered the problem is you, it's time to do that. Step 2: Get outside perspective. Get input from someone who knows enough about the situation and also doesn't care if they need to tell you some hard truth. Your spouse doesn't count. Step 3: Make sure you're working off data and not feelings. Do you know they're not responding to your leadership or does it simply feel like they're not doing what you want them to do? Step 4: (Or maybe more..) If you're leading and nobody is following, you're just out for a walk. It's possible you are the wrong leader or they are the wrong team and a change is necessary.

I will try to understand where I am failing as a leader and where I may be misunderstanding my team and their expectations. I will then make changes to build a friendly relationship with the team and treat them respectfully.

Initiating open dialogue with your team is crucial for understanding their perspectives and concerns. ??? Arrange one-on-one or team meetings to encourage honest and constructive conversations about what is and isn't working. ?? Foster an environment where feedback is welcomed and valued, showing your commitment to mutual growth and improvement.

Most of us are not a yes man. We got where we are because of who we are. As the CIO of a hospital, we had a new CEO get hired. He called each of the leadership team into his office one at a time to get to know us and for us to get to know him. When I went in there we went through the formalities of introductions and what we both have done in life. Then he asked me if there was anything else, and I replied, "If I come into your office to discuss something and we disagree on it, that's okay. Let us discuss it and each of us listen to the other side. However, once you make a decision, whether I agree or disagree, I will back that decision 100% when I walk out of this office." I tell my employees this story and tell them they can do the same.

I played and coached soccer for a long time. As a coach, practice was my time to instruct and show and let the team practice what they have learned. During matches I would bring my lawn chair out and sit on the sideline and enjoy the game. If I needed the team to change something on the field, I would call one of the players over to the side and they would relay to the whole team the change I wanted to take place. Did we win? Most of the time. Just as in the workplace, your employees are not always going to do things correctly. You are not always going to do things correctly. All of us will make a mistake. Let your employees make a mistake and they will learn from it and both of you will grow together.

Setting clear and achievable goals ensures everyone is aligned and understands what success looks like. ?? Collaborate with your team to establish objectives that are specific, measurable, achievable, relevant, and time-bound (SMART). ?? Regular check-ins on these goals help keep everyone on track and address any obstacles early on.

Realign and Empower: Shared Vision: Reconnect your team to the bigger picture. Remind them of the project's purpose and how their work contributes. Empowerment: Delegate tasks and provide autonomy. Trust your team's expertise and encourage ownership. Invest in Growth: Coaching & Development: Identify skill gaps and provide opportunities for learning and development. Collaboration: Encourage teamwork and knowledge sharing within your team.

Providing support to your team members demonstrates your investment in their success and well-being. ??? Offer resources, training, and mentorship to help them develop their skills and overcome challenges. ?? Maintain an open-door policy, making yourself available for guidance and support as needed.

It is your responsibility to give your employees all the tools they need to succeed. Sometimes, it may take rolling up your own sleeves and getting dirty. Never, ask your employees to do something that you would not do yourself. Lead by example! When you see an employee struggling with something go in there humbly and see what you can do to either teach, explain, or obtain, whatever it is that they need. Sometimes you just have to make a suggestion by looking at the situation in a different light. The key word here is to provide everything your employees need but do it humbly.

Recognizing and appreciating the efforts and achievements of your team can significantly boost morale and engagement. ?? Celebrate successes, both big and small, with public acknowledgements or rewards. ?? Personalized recognition shows genuine appreciation and understanding of each team member's contributions.

This can be wrapped up in six words; "Praise in public, Discipline in private." Recognize the accomplishments, the long hours, the great release, etc. Throw a party during working hours, it is not going to kill the company. However, do not be afraid to discipline either, just do it behind closed doors and respectively. Listen to their side but just as in a family, you still have to be firm not degrading.

??If you find yourself in this situation, it is essential to adjust your leadership strategies. Look at the situation objectively, listen to your team's feedback, and try to understand the reason behind their non-responsiveness. Every team is unique, and therefore, one-size-fits-all leadership strategies often fail. Leadership is not about dominating or imposing your ideas. It's about inspiring, motivating, and guiding your team to achieve common goals. So, don't hesitate to modify your approaches if they are not working. Remember, a successful leader is not the one who never fails, but one who never stops learning. ps. Every leader will face this question at some point or the other, & the answer lies in flexibility and adaptability.

Adjusting your leadership strategies based on feedback and the evolving needs of your team can enhance effectiveness and responsiveness. ?? Be willing to adapt your approach, whether it's adopting new communication methods or adjusting team structures. ?? Continuous improvement in leadership practices is key to building a responsive and cohesive team.

Some other points to consider when addressing challenges in team responsiveness to leadership: ?? Invest in leadership development opportunities for yourself, such as workshops, coaching, or conferences, to broaden your management skills and perspectives. ?? Build a culture of trust and respect, emphasizing the importance of teamwork and collective success over individual achievements. ?? Seek external advice or consultancy if internal efforts do not lead to improvement, providing an outside perspective on team dynamics and leadership strategies.

I think it's important to understand why? What can be changed? How can I improve? There was a time when I thought everyone was managed/led the same, but wanting a diverse team meant realizing one style would not work for all. I find having open communication is the best way to learn