What are some ways to develop leadership skills in team members?

Feedback! It isn't only for when someone's missed the mark... recognise when people get it right. Celebrate the small wins. Help people understand leadership isn't about status or a title, it's about behaviour.

Clear Roles & Responsibilities are very important. People need clarity on what they are supposed to do. This allows everyone to be clear of what is expected of them and you can set clear goals for your team from here.

Developing leadership skills in team members involves fostering a culture of accountability and continuous improvement. While recognition of achievements is essential, delegating responsibilities gradually empowers team member & involving team members in decision-making contribute to their overall development as effective leaders within the team.

For every task, you will have team members at 3 skill levels. Incompetent, meaning they do not have the skills to complete the task. Consciously competent, which means that with sufficient application they can successfully complete the task. Sub-consciously competent, which means they can complete the task as a routine activity, with limited original thought, albeit the sub-consciously competent aspect maybe that of analysing and breaking down the task such that it can be successfully managed. If your tasks are managed by a consciously competent team member, who is training an incompetent member and being monitored by a sub consciously competent member, then you have training, mentoring, knowledge transfer and succession planning.

I agree but it’s not only assigning roles and responsibilities but leadership is torch bearer too who had vision and knows his team strengths and weaknesses too…He/She can guide team from time to time to achieve bigger prospective

One thing I’ve always tried to stress is that we are not defined by our successes and our failures. Rather characters is built by how we overcome our failures and humbly accept our successes. Feedback and recognition are not only good way to fortify this message. It’s also a good way to track progress.

The magic is to set staff always on track , keep sense of ownership level at the highest ever , drive the team to feel that they are valued and smart ideas never gone in vain. Reward and recognition is one of those magic tools , knowing that there are million way of rewards that are not money based.

One of key item to have team technical knowledge improvement and growth, recoding and make documentation as lessons learnt in each part of the job for each team member and defining specific weekly or monthly meeting to hear from all team member together and for sharing these lessons for different team level could consider some points for future promotion as motivation.

Recognition also helps build a sense of pride. A team with a strong sense of pride almost always performs at a higher level.

Feedback is a crucial component of personal and professional development. It provides insights into areas where improvement is needed and helps individuals enhance their skills. Just like teaching someone a new skill, regular and constructive feedback is essential for expecting significant changes. The manner in which feedback is delivered is equally important. You need to be extra cautious while giving feedback, as it has the potential to build or break someone. Incorporating appreciation along with feedback can be highly beneficial. Those who are seeking growth will perceive it positively and view it as genuine interest in their development. Recognizing their efforts will instill a greater sense of responsibility and accomplishment.

Through my experience in the industry, I have realized that you can only encourage collaboration and learning among team members when you have successfully encouraged trust among them. I believe trust is the bedrock of any effective team collaboration. I have seen projects with highly skilled members fail just because they don’t trust each other; they are at odds, and everyone wants an award with his or her name on it. In teams where trust is lacking, individuals often hide their vulnerabilities and this would in turn hinder learning. Trust provides a foundation for collaboration and learning, allowing team members to feel comfortable sharing their weaknesses and seeking support without fear of judgment or negative?consequences.

Mentoring is so important in the Oil & Gas . Not everyone is willing to do that which is a real shame. Education is important, as well as hands on experience supported with a good knowledgeable mentor.

Collaboration and communication is the fuel that gets High Performing teams to work together to achieve clear aims and goals. Take teams out for coffee/lunch/drinks to break down those barriers. Teams are put together in the office but come together in social situation such as after work drinks. Always have every team member have a Personal Development Plan. If you foster this and drive it, you will gain loyalty. Nothing makes people look for other jobs faster than a manager not looking after their development and future careers.

It is a misconception that working independently leads to superior performance. We actively collaborate with various cross-functional teams to drive innovation and improvement. Effective communication is crucial for achieving success. Even if there is a tendency to over-communicate, it is preferable to ensure that no important details are overlooked. Additionally, it is beneficial for individuals collaborating to share common interests, as this can inspire them to accomplish greater objectives. Collaboration comes with immense learning opportunities so don't hesitate to grab those.

In my experience, a pivotal approach to nurturing leadership skills within a team involves meticulously assigning specific roles and responsibilities for each project. This not only sets the stage for clear expectations and accountabilities but also safeguards against potential confusion or task overlap. An example of this is when team members are given distinct responsibilities, they not only showcase their individual strengths but also have the opportunity to learn new skills and genuinely take ownership of their work. This personalized strategy not only defines the scope of each team member's contribution but also creates a collaborative atmosphere where everyone can thrive.

One of the pillars of motivation is Empowerment. If people feel they own something they are happy as it makes them feel valuable to the team and that they are contributing rather than just following instructions. This in turn drives confidence and initiative. When people come to you with a problem, instead of telling them the answer, ask them "How would you do it?". Most of the time they will have the right answer. A very powerful motivator.

Delegating tasks that are seen as important to junior crew members gives them a good boost of self confidence and shows they have trust from the senior members of the team.

Remember, when you delegate that there is more than one way to skin a cat, so don’t micromanage. As long as they are getting the job done safely and efficiently, then give them the freedom to operate.

Always be open to help develop and mentor people. Be the manager you always wanted to have! People will look at you on how you behave, act and talk as you set the bar for them. If you embody the behaviours, values and attitudes, people will follow. You get what you tolerate! ie your team is a reflection of what standards you set.

The most important thing to remember about mentoring and modeling is that it is active whether you know it or not. So make sure that your actions on the job site portray how you expect your employees to develop.

Never forget that team members are watching you even when you do not know it. People learn alot more from what you do when you don't think they are watching then they ever do from what you show them

Coaching and mentoring to reproduce more leaders that have more skills and specialties are crucial. One key point in mentoring is not to give instructions to do exactly what, but to show end goal, some guidelines and let them carve the way to the goal with their own ideas, creativity and solutions

I think the way you model and mentor team members is a great way to develop leadership skills. By displaying effective leadership behavior, values, and attitudes, team members can learn through observation and emulation. Additionally, by providing guidance, advice, and support through the mentor role, team members can benefit from the leader's experience and knowledge. This not only helps team members grow and advance in their careers, but also strengthens the leader's relationship and influence with their team. Overall, it is an effective way to cultivate a strong leadership environment and foster personal and professional growth.

Of course without challenge there is no growth for all team member, so in different drilling project there will be wide range of technical, financial and contractual and environmental challenges which for each team member is crucial to face and propose to project manager to moving forward the project and increase their experience for future project in same case.also inspiring could be giving main advise and believes to team member and give them opportunity to make decision and see the results.no pain of mistake no gain!

In my opinion, coach through difficult conversations - Role play challenging scenarios like hearing different approaches helps team members find their style. While it needs to give team ownership over meaningful projects - The best way to cultivate leadership is to provide experience. Explain how you make decisions, solve problems, and motivate others. Often I promote from within - it comes as result - Nothing inspires leadership like opportunity. Internal promotions reinforce that advancing is possible through skills growth. One trick I follow is to set up rotating lead responsibilities - Take turns owning responsibilities like standing meetings, coordinating tasks, or facilitating projects. Hands-on practice is invaluable.

Encourage the team members to mentor junior colleagues. It will gove them the opportunity to develop some of the skills needed for leadership. Encourage collaboration and support, a leader is above all a servant. Practice and practice not to be right! In 90% of the cases you don't know all the answers! ??