The Office Psychologist

Assign different team members to be the decision-maker for projects, with your support as a guide. This helps them build confidence in their judgment and teaches them to weigh the consequences of their choices.

Go beyond asking, “How are things going?” during check-ins. Dig deeper into team well-being and productivity. Ask specific questions like, “What’s one thing we could change to make your workload more manageable?” or “Is there a tool or resource you wish you had right now?”

Regularly schedule anonymous surveys or informal meetings where team members can share what’s working or not in your leadership approach. Act on constructive feedback to show you value their input.

Leaders: Simplify Your Expectations! Complex strategies can be overwhelming. Break down your expectations to their simplest form for clarity. Use the “Rule of Three”—set three core priorities for your team, and revisit them regularly to keep everyone focused. #leadership

Recognize Effort, Not Just Outcomes The journey towards a goal often involves more effort than the result. Publicly recognize team members who put in significant work, even if the outcome wasn’t perfect. It encourages persistence.

Sometimes, team members need to understand each other’s roles to foster better collaboration. Have your team members shadow colleagues in different roles for a day. It can help them appreciate the challenges and contributions of others.

When delegating, don’t just assign a task—explain the desired outcome to give your team the bigger picture. Instead of saying, “Create this report,” explain why the report is important and what impact it will have. It empowers your team to think critically about how they approach the task.

At the beginning of each project, outline clear goals, deadlines, and standards. Check in to ensure there is no confusion. Example: If you want a report by Friday, specify the length, format, and key points to cover. Ask the team to confirm their understanding in writing to avoid any miscommunication.

Be confident in your strengths, but regularly seek opportunities to refine your skills and broaden your expertise. Example: If you’re an experienced manager, continue attending leadership workshops or mentorship programs. Stay curious about what newer professionals are bringing to the table.

Identify which team members prefer direct feedback versus those who need encouragement. Tailor your communication style accordingly. Example: For a detail-oriented employee, offer structured, clear instructions. For a creative thinker, give them more freedom to explore and develop their own solutions.