What techniques can you use to identify your team's needs and goals?

In my experience, the most important element is to build safe and trusted way to share honest, constructive feedback from both sides: employee and employer/line manager. In my opinion this has to be recurring (even if just yearly), in a friendly but professional way. It is also possible to share personal struggles and hurdles, so to find ways to combine a better work-life balance. It is very rare that a unit, team, or structure works with "solo players" and a better work-life balance for some, might mean a worse one for others. So a good team leader should also consider such elements beyond pure project deliverables.

As a leader and manager, I prioritize understanding my team's needs and goals through regular communication, performance reviews, and skills assessments. We engage in collaborative goal-setting workshops, encourage open feedback, and ensure tasks align with individual interests and team objectives. Recognizing achievements and staying receptive to evolving needs, I foster a positive and supportive environment, empowering my team to thrive and contribute to our collective success.

In my experience, I have found that being truly genuine when asking your staff what they want to achieve, listening to their response and helping them get there is the best way to ensure needs are being met. Make sure there is plenty of follow up, each person is different and check in points are dependent on individual requirements. Just care enough because you want your team to stay together!

As per me emerging a relationship of trust and openess is most important as feedback while discussion should be fair and that only can only happen if we created that bond of openness and trust that it wouldn't go negative anyway in future.

Small problems make a large negative impact at executive level so listening and asking problem on daily basis from your team is the best way to increase your productivity

Hi I would like to add one more important factor, it's the culture and value of staff, its open mind culture that accepts other opinions and encourages staff to express what is going on in their mind or its dictator and one man show. Nasreldin Abuzeid satti HR Manager

I strongly agree with the benefit of using the above mentioned three tools i.e SOWT analysis,SMARTgoals&MASLOW,hierarchy of needs in analysing &prioritising your institution scale of preferences given that there is a suitable degree of transparency &disclosure inside your institution.

Estou totalmente de acordo com a vantagem de empregar as três ferramentas mencionadas: análise SWOT, metas SMART e a hierarquia de necessidades de Maslow, para analisar e priorizar as preferências institucionais. Isso, claro, considerando o grau apropriado de transparência e divulga??o dentro da institui??o.

Práctica Breve: Analizar y Priorizar las necesidades del Equipo Entrevistas Individuales: Conoce las metas de cada miembro. Identificación Común: Destaca metas comunes. Feedback Abierto: Fomenta la discusión abierta sobre las metas. Priorización Conjunta: Invita al equipo a asignar importancia. Plan de Acciones: Desarrolla un plan y define responsabilidades. Seguimiento Regular: Evalúa y ajusta periódicamente. ?Conecta con las metas, prioriza y avanza juntos hacia el éxito! ??

I agree , and i can say according to the experience nothing is comparable to having a spot on what your partner need. And for me MASLOW’s is the rubric for any new partner once i provide him with his needs i can move to other tools.

De la Planificación a la Acción: Simplifica tu Estrategia Desglose de Objetivos: Divide metas en pasos alcanzables. Asignación de Tareas: Define responsabilidades claras. Cronograma Realista: Establece un cronograma sensato. Recursos Necesarios: Identifica lo que se necesita. Comunicación Abierta: Mantiene a todos informados. Evaluación Continua: Ajusta según sea necesario. Celebración de Logros: Reconoce y celebra éxitos. ?Transforma la planificación en acción y avanza hacia el éxito! ??

The above statement is very comprehensive, it encompasses all the steps that should be followed in planning process I.e.plan preparation, plan approval, Implementation, follow-up and finally plan evaluation/appraisal to reach achievements and outcomes compared your outcomes with the planned for Goals/KPI,s and extracting the lessons learnt from this period of time.

A assertiva anterior abrange de maneira ampla todas as fases essenciais do processo de planejamento, desde a elabora??o do plano até sua aprova??o, implementa??o, monitoramento e, por fim, avalia??o. O objetivo é alcan?ar as conquistas e resultados planejados para Metas/KPIs, além de extrair valiosas li??es aprendidas desse período.

Ask and listen is a general and direct way of identifying the needs and goals of a team. However, in my experience, I think sometimes our team would find it difficult or uncomfortable to communicate directly about their needs because humans are very diversified and there's no one type of person on our team. We are all different at something. I think that aside from asking and listening, observation from the leader is also very important in identifying the needs and goals of our team. We need to constantly take note of the behaviors and reactions of our team members to ensure that we understand our team's needs and goals from time to time. Observe, pay more attention to your Team.

In our today's fast -paced world, the responsibility of strategic planning/planners is becoming even more and more critical and greater than any time before.

Potencia tu éxito: Combinando Voluntad, Determinación y Técnica En la búsqueda del éxito, la determinación individual y la voluntad del grupo son esenciales. Sin embargo, no subestimes el papel de la técnica. La verdadera magia ocurre cuando combinas la voluntad inquebrantable y la determinación con técnicas eficaces. ?Esta combinación poderosa te llevará a nuevos horizontes de logro! ????

One way to effectively understand your teams needs is to spend a considerable amount of time getting to know them as people rather then resource. Many managers pursue a productivity led approach which is great for getting results, but the lack of human or emotional intelligence can create a space where employees and teams become disengaged and there is no drive to want to do better. Observation and addressing challenges via conversation has also become less commonplaces especially with remote working. These tools have countless times allowed me to go from a extremely difficult situation where these is little understanding from my teams, and they have allowed me to create high performing snd energetic groups who are overachieving today.

Needs and priorities can and WILL change. Soliciting continuous feedback through a variety of individual and team methods is critical. These methods should involve a leader’s personal observations, candid feedback sessions at critical team or project development points, and informal feedback (aka coaching) when issues or challenges arise. Self-reflection is also key as it helps us attend to internal needs.