Fueling Growth: Two Keys to Unlocking Peak Performance
Your Weekly Inspiration with Lily Woi
A weekly newsletter inspires you to take action and unlock greater performance in your organisation, your team, your career and most of all in yourself. All in 10 minutes or less.
?? Focus of the Week: Fueling Growth: Two Keys to Unlocking Peak Performance
Great leaders know that success comes not just from giving clear direction but also from fostering a team environment that thrives on growth and accountability.
This week’s newsletter explores a proactive approach to building high-performing teams. We'll delve into the art of receiving feedback effectively and outline strategies for leaders to shift their focus from enforcement to enablement. By creating a culture where employees feel empowered and invested in the goals, you can unlock a new level of motivation, accountability, and, ultimately, peak performance.
Key 1: The Power of Effective Feedback
Feedback can be a powerful tool for development, but only if it's a two-way street.
Many organisations focus heavily on delivering constructive criticism.?But are your employees equipped to receive feedback effectively and turn it into actionable insights?
Here are 3 tips to upskill you and your team to better receive feedback:
?? Turn it into a dialogue: Don't just listen passively. Ask clarifying questions and engage in a conversation to fully understand the feedback.
?? Assume positive intent: Even if feedback feels harsh, approach it as an opportunity to improve. The giver likely wants you to succeed.
?? Filter the feedback: Not all feedback is created equal. Learn to discern constructive criticism from unhelpful comments and prioritise the most valuable insights.
Key 2:? From Enforcer to Enabler: Building Ownership
Ever feel frustrated when your team falls short of expectations? You might be missing a crucial step: building ownership.
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Leaders often rush into execution, assuming everyone's on the same page. But by the time you need to step in and hold people accountable, it's too late. You're now managing underperformance, which is time-consuming, draining, and demoralising for everyone.
There's a better way. Spend time on upfront alignment, not reactive firefighting.
Ownership doesn't happen by accident. It requires upfront investment in your team:
?? Set Clear Expectations: Through open communication, ensure everyone understands their role and goals.
?? Co-create Goals (Collaborate): Work together to define both individual and team goals, fostering alignment and buy-in.
?? Build Trusting Relationships: Invest time in understanding your team members creating a safe space for open communication.
?? Establish Clear Feedback Channels: Ensure consistent and readily available feedback mechanisms for ongoing support.
By taking these steps, you shift from a reactive "enforcer" role to a proactive "enabler." Your team becomes invested in the goals from the start, leading to increased accountability, motivation, and, ultimately, superior performance.
When you’re ready, book a call with me to discuss how I can support you on your cultural change journey.
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Warm regards,
Lily
Lily Woi - People & Culture Catalyst?