How can you ensure that your team is focused on delivering results that drive business success?

For every venture I get involved in we develop a Plan on a Page POAP . We lay out the vision, objectives, financial goals. Then list the 5-6 key deliverables and the imperatives for each deliverable. This document t becomes the operational roadmap. All activity must be geared to delivering on the deliverables. All initiatives must support the POAP are they are not pursued. The POAP provides clarity and focus.

I'm a fan of setting goals that make people raise their eyebrows. You know, the kind that are so bold, they might just call you crazy. Why? Because it's those audacious goals that really stretch us, push our limits, and ignite our creativity. When I set these 'reach for the stars' objectives, I don't just write them down; I live them in my mind. I visualize not just the goal, but the journey, the challenges, and that exhilarating moment of achievement. It's about feeling the success before it's even happened. This mindset does something magical. It turns the gears in our minds, constantly working, seeking innovative ways and forming connections to turn what seems impossible into reality.

Apart from setting SMART goals, we must do one more exercise.What are the chances we will not be able to deliver? Break this into goals-subgoals-activity and then see the probability of delivery against each activity. Once you do that, you know you have to move beyond SMART goals.Put more thinking, and resources where you feel you will not be able to deliver. Tell your team what will be the measure of success. Don't poke your nose in execution and unnecessary monitoring. Create a sense of ownership. Accountability will follow. Tell your team-No matter what happens, I trust you. Respect the skills of each and every team member. Celebrate small wins.For failures,make a learning plan,and establish a cause-effect relationship for every failure.

Having a leadership team and entire team succeed is absolutely dependent on their ability to focus on delivering the right results. This is the only way they will truly be executing on your strategy. Do do this the leadership must be aligned on your one year Highly Achievable Goals and from that have specific quarterly goals then broken down to 90 day sprints toward those goals. Once there is alignment on those 90 day sprints determine who is accountable and what metrics will be measured. When you get this rhythm established you can see an aligned team all driving towards those results with peer accountability and support.

effective communication, goal setting, accountability, empowerment, and recognition play significant roles in ensuring that your team remains focused on delivering results. Also Having honest conversations with them about the current state of the business is crucial for building trust and ensuring everyone is on the same page.By sharing information about the overall objectives of the business, employees will have a better understanding of how their individual roles contribute to the bigger picture. This transparency helps create a sense of purpose and motivates employees to go above and beyond . When they fully comprehend what needs to be achieved, they can align their efforts accordingly and strive towards achieving those objectives.

The power of reciprocal feedback is critical. Encouraging a two-way dialogue fosters a learning culture and strengthens understanding between leaders and team members. In my experience, the best leaders not only guide, but are willing to learn from their team as well. Open exchange enriches all parties involved.

Feedback should be an everyday occurrence. Not to say that feedback sessions don't need to get in the calendar, but a CULTURE of feedback, where we all learn from each other can provide a framework for more on-target tasks and corrections along the way. Committing to continuous improvement is not about yearly or quarterly feedback sessions but about everyday collaborations. As for coaching, it is essential but such a worn out word nowadays. The question is making it so that people can come to you or each other to tap on resources within the team, to learn new skills or grow beyond current blocks and stepping stones. Just like feedback, you need formal coaching - even with specialized coaches - as well as everyday reliance on each other.

Providing regular and meaningful feedback can lead to higher job satisfaction and keeping team members. When team members feel their efforts are recognized and supported, They are more likely to feel satisfied in their roles and committed to the organization.

This is your duty as a leader, if you really want to be successful and make an impact on others. Give honest, regular and valuable feedback that will help others grow. As a leader your main role is to get the most out of others, help them believe in themselves but also equip them with the tools you've learned to get into your role. It takes time to develop, remember this, so give feedback often and be empathetic if people don't get it right away. Once people start seeing momentum of improvement it starts to become rewarding. I find it so rewarding too, and for me it's the best bit about being a leader. Long term, the people you've been coaching and giving feedback will be able to do things you never expected. Feedback often, be patient.

Giving feedback and coaching your team regularly is like helping them get better at their work. Feedback tells them what they're good at and where they can improve, while coaching supports them in getting better. This not only keeps everyone motivated but also helps the team learn and improve together.

Life is complex, and we're doing more in our jobs than ever before. I feel it's my role as a leader to keep things simple, so they're easy to follow. Misalignment can happen so quickly through miscommunication, different perspectives, and also just being super busy. Communication is your friend, but you need to have focus and a vision. Everything you do should be pointed in that direction. The best leaders and businesses make things simple and create a path that is easy to follow. It's important to have regular check-ins, checking progress against goals, but also don't be afraid to have the conversation if you think it's gone off track.

Assigning responsibilities seems like a no-brainer, but done well it maximizes contribution and creates a sense of significance towards the shared purpose. Make sure the balance is there not only of "busy work" but of work that team members understand as important for the final results.

Making sure everyone on the team knows what they're supposed to do is like playing a game where everyone has a specific role. It's like making sure all the puzzle pieces fit together. This way, no one gets confused, does the same thing twice, or gets left out. Tools like the RACI thing help by showing who's in charge, who's doing what, and who needs to know what's going on. It's like having a map to keep everyone on the same track and working together.

Something else to consider is to have all parties participate from the beginning versus being told what their responsibilities are. When each party is involved with the planning stages, and has an opportunity to determine their responsibilities, creates ownership, and increases the overall responsibility and ownership of each individual party as a collaboration towards achieving the goals together!

To ensure your team excels, tailor roles and responsibilities to each member's strengths and interests. This approach not only clarifies expectations but also boosts motivation and ownership. Regularly review these alignments to keep them in sync with evolving business goals and individual growth. Remember, a well-defined role is a stepping stone to success!

Professionals often interchange the words "accountability" and "responsibility", but they actually have distinct meanings. To make matters worse, people include "responsibility" to define " accountability " and vice versa. Such confusion dilutes the impact each word can have. The origin of "accountable" is from the Latin word "computare", which means "to count" or "to account". In the business context, when we are accountable, we must take 100% ownership of a desired outcome or output in the business. For instance, I am accountable for growing the revenue in our business. In other words, if we do not move effectively toward the company objective of increasing revenue, I am the sole person that must account for this objective.

It works both ways. When a leader of a team complains that there is no trust, engagement and loyalty it can frequently be traced to low accountability, where people get away with doing very little while others carry the load with no recognition. Discussing accountability openly and putting actions behind the discussions will build a better culture, then making sure that recongition is clear and placed behind those that contribute truly.

Every company has a unique culture. And teams create their own subcultures based on the leader, the team members, and the work they do. Team cultures became more critical to a team’s success in the wake of the COVID-19 pandemic. For most people working from home at that time, their immediate team was their main connection to the company. When offices opened back up, subcultures remained strong and still heavily influence how teams perform today.

When team members are held accountable for their actions and outcomes, it creates an environment in which open and honest communication is valued. This transparency fosters trust among team members and leadership, which is essential for collaboration and cohesive teamwork. Leadership has to take the lead here first. This creates that level of trust and respect needed to move the agenda forward.

I think the culture plays a key role. Providing a space of psychological safety where everyone feels empowered, heard and supported is important. Also, it is important they feel they can express their concerns or barriers getting in the way of achieving their goals, so that everyone else can provide support. Success is a team sport.

The simple formula to success is to become lifelong learners. It is important to embrace change instead of fighting it. Change is constant and we must continuously learn new skills that help us overcome adversity. Believing in your work and having a purpose in life are crucial to attaining success. Hard work cannot be substituted and we must remain calm and patient while working diligently towards our goals. Success is not about reaching a destination or a position, it is about gaining an insight of one's journey and learning from the setbacks and failures.

Promoting and seeking out the individual spearheading innovation and creativity within your team is pivotal for business success, as they serve as the catalyst for astonishing results, driving forward-thinking solutions and transformative ideas that can elevate the entire organization

Innovation also requires being comfortable with mistakes along the way. If you are never wrong, you are used to moving along the same lines and not innovating. Create safe spaces for innovations and value the learning creative errors bring to the table. As a leader, make sure it is safe and rewarded to share blunders and learning. You can create a space during meetings to check on innovations tried and tested and foster a culture akin to cycles designed to move forward from innovative solutions, whether they worked (so we can adopt them, and find other uses) or they didn't (so we can learn from the experience or find other applications where the blunder is a plus).

An imperative starting point for encouraging innovation and creativity is to start by developing the right competences for leading innovation amongst the c-suite. There are a number of essential competences, and these include visionary and strategic thinking, data-driven decision-making, persistence, adaptability, open mindedness and collaboration, effective communication, embracing failure and learning etc. These can be explored and adapted for any organisation, and levels of competency can be mapped and used for personal and team development. It's also important that leaders understand what innovation can achieve for their organisation, can lead by example, and are keen to 'go see for themselves' to encourage innovation.

Fostering a culture that embraces innovation involves encouraging creative thinking, risk-taking, and a willingness to explore new ideas. Celebrating "FAIL" as the first attempt in learning reinforces the notion that setbacks are stepping stones to success. It encourages resilience, learning from mistakes, and iterating on ideas, creating an environment where experimentation is valued and not feared. This mindset shift cultivates a more dynamic and adaptable workforce, ultimately driving continuous improvement and innovation within an organization.

Fostering open communication is vital for effective conflict resolution. Encouraging team members to express concerns and ideas creates a platform for collaboration. Regular meetings and transparent channels contribute to acknowledging and resolving challenges. Additionally, a company policy for difficult conversations ensures everyone feels safe and respected. This policy outlines procedures for sensitive issues, provides communication guidelines, and establishes a mediation framework. Promoting open dialogue and supporting challenging discussions enables effective conflict navigation, fostering an environment where individuals feel heard, valued, and confident expressing their perspectives.

In managing conflicts and challenges, remember: it's not about who's right, but what's right for the team. Encourage open, empathetic communication and focus on solutions that benefit the collective goal. This approach not only resolves issues but also fosters a culture of collaboration and continuous learning. Remember, a united team is a productive team. #Leadership #ManagingConflicts

Communication. That's the name of the game when it comes to conflicts and challenges in my opinion. Actively listening and 'seek to understand' while creating an open environment to share your thoughts and feelings is vital. One tool I always use is "I hear you". Feels simple enough but it ensures the team knows they're not falling on deaf ears or getting their thoughts and feelings pushed aside. They're being heard.

I'm the type of leader who encourages team members to challenge decisions professionally and constructively, as this facilitates open debate, the creation of new ideas, and continual improvement. However, if the disagreement turns into a conflict between team members, my first step would be to bring them together in a private meeting to encourage them to try to resolve the issue themselves. I'd also remind them of the importance of teamwork and that conflicts can negatively impact the team and the organization. If they're unable to resolve the conflict, I'd take a more active role in facilitating a resolution by following company procedures, utilizing effective communication, listening skills, and conflict management.

COMMUNICATE!!!!! If the system would allow it, my response here would only be that one word, COMMUNICATE!!! That is the key factor in most all leadership initiatives - communicating, keeping everyone informed and advised. And it’s true here. To keep everyone focused, firstly, make sure the goals and objectives have been clearly communicated and reinforced to everyone. Ensure everyone understands them, so you probably need to communicate them multiple times. Also, ensure everyone knows and understands WHY we have these objectives, and what success looks like. Along the way, be sure status & progress reports are being communicated, clearly and often. And, communicate the final results when the target period ends.

Foster Alignment with Culture and Goals: - Vision that makes people care - Clear Expectations with realistic effort and resourcing - Career and Financial Incentives properly aligned to results - Performance Management including leadership empowerment, work and results ownership, performance monitoring, and clear operational KPIs - Continued communication and focus on what’s working, what’s not, driving improvement, efficiency, and cost effectiveness

Active Engagement & Communication: Integrate with your team, clearly outline business objectives, and encourage open, proactive dialogue for team members to voice their needs and ideas on achieving success and ACT on it. Consistent Mentorship: Offer regular support and follow-up, promptly address any obstacles, and be clear about how important the business goals are. Unified Vision: Foster transparency across all levels, aligning the organization with a shared goal. Foster a culture where team members are encouraged to share their insights and needs actively, enabling leadership to provide targeted support that drives business success.

Here are some additional tips I would add to help ensure your team stays focused on delivering impactful business results: Communicate context and priority. Provide clarity on why certain goals and projects are important for the business. Promote collaboration. Break down silos by having team members support each other. Leverage diverse perspectives. Be agile. Regularly re-prioritize and adjust course as needed. Don't get stuck rigidly following outdated plans. Listen and gather feedback. Check in on what motivates and engages your team. Adjust your leadership approach accordingly.

Most often the team does not understand how their work contributes to the strategic priorities of the organisation. As a leader, connecting team’s vision with the organisation’s is important. Measuring progress is also a good way to communicate progress.