How to Build Great (Product) Teams Part 2: Nurturing for Growth

The most common complaint that I hear in my coaching practice is from people being left alone to deal with their work. Most frequently, this is because their leaders are too busy.?

They spend too much time strategizing or in meetings with stakeholders. They don’t spend much time with their people. After all, they hired talented people that should be able to think on their feet. But empowering doesn’t mean to give them the responsibility and disappear from the picture until the performance evaluation time, or until something bad happens.

While this common problem is understandable, it’s a chance to make a big difference.

Imagine a team where everyone knows what they're doing, feels pumped to do it, and works together like a well-oiled machine. That's not just a nice thought—it's something we can actually make happen. It's all about taking care of our people, giving them the clarity, support, and encouragement they need to shine.

In this article, we're going to talk about how to build those high-performing teams by focusing on what matters most: the people. Great leadership isn't about fancy tools or the latest management trends. It's about connecting with your team in a real way.

Now let's dive into the main strategies for nurturing your team.

1. Understanding Individual and Team Needs

Building a high-performing team is all about understanding what each person needs to thrive. A one-size-fits-all approach to leadership can fail short.

• Listen closely. Start with regular one-on-ones to hear what each team member is excited about and what they're struggling with. This isn't just about work tasks but their career aspirations and personal growth goals.
• Tailor your support. Use what you learn to offer personalized support. For one, it might be enrolling her in a course. For another one, it could be spotlighting his project success in the next team meeting.

• Check in and adjust. People change, and so do their needs. Make it a habit to check in and adjust your approach as needed. What worked six months ago might not be what they need today.

2. Creating Clarity and Alignment

For a team to work well, every team member understands their role, the overarching vision, and how their work fits into the broader company strategy is crucial.?

Here's how to achieve this:

• Clarify Roles and Expectations. Begin with detailed role descriptions that outline not just responsibilities but how each role impacts product success.

• Set SMART Goals. Implement Specific, Measurable, Achievable, Relevant, and Time-bound goals that align with product milestones and company objectives. For instance, setting a goal to increase user engagement by 20% in the next quarter by improving the onboarding process.

• Communicate the Vision and Strategy. Regularly share updates on the company's vision and product strategy in team meetings. Use these opportunities to connect individual projects to the company's long-term goals, reinforcing the value of every team member's contributions.

• Have Open Discussions for Alignment. Hold frequent alignment sessions where team members can discuss how their work supports the product roadmap and company objectives. Encourage questions and suggestions to ensure everyone is on the same page and feels invested in the product's success.

• Deal with Conflict Constructively. When disagreements or conflicts arise, address them promptly through structured problem-solving sessions. Focus on how resolving these conflicts can lead to better product decisions and outcomes, emphasizing collaboration over competition.

3. Feedback and Evaluation

Feedback is a powerful tool for growth and alignment. Yet, its potential is often untapped due to misconceptions and fears surrounding it.?

By reimagining feedback as a tool for growth rather than criticism, we can transform how it's perceived and utilized within teams.?

Here are my 5+1 tips for feedback.

• Fruitful. Ensure feedback is always constructive. Before giving feedback, pass it through the triple filters: Is it true? Is it good? Is it useful? This ensures that feedback serves to build up, not tear down.

• Form. Deliver feedback in a manner that fosters trust and openness. Skip the sandwich method; it's transparent and can undermine your message. Instead, create a safe environment by expressing confidence in the team member's abilities and using nonviolent communication techniques.

• Forward. Keep feedback focused on future improvements rather than past mistakes. Encourage team members to develop their own insights into how they can achieve these outcomes. This forward-thinking approach shifts the conversation from problem-solving to exploring opportunities for growth.

• Fast. Provide feedback promptly after the relevant event. This timeliness allows for immediate action and learning, helping to reinforce positive behaviors and correct course quickly when necessary.

• Frequent. Make feedback a regular part of your interactions, not just a formal review process. Frequent feedback reduces the anxiety associated with performance reviews and keeps everyone aligned and focused on continuous improvement.

• Frank (The +1 Warning). Use direct feedback judiciously. It's most effective when you have a strong foundation of trust and respect with the team member. When offering tough love, ensure the emphasis is on support and belief in their potential to grow.

To build a feedback culture:

• Lead by example; be open to receiving feedback yourself.
• Celebrate changes and improvements that result from feedback.
• Maintain regular check-ins and an open-door policy to encourage ongoing dialogue.

4. Support Systems for Success

Creating a robust support system is key to unlocking the full potential by making everyone feel valued, understood, and equipped to succeed.

• Mentorship and Coaching. Initiate regular one-on-one sessions to guide both personal and professional growth. Tailor these sessions to address each member's unique aspirations and challenges.

• Resources and Tools. Equip your team with the tools and technology they need to excel. Follow up with training to ensure everyone can leverage these resources effectively.

• Learning Opportunities. Create paths for continuous learning that align with team roles and goals. Encourage sharing insights and skills within the team to nurture a learning culture.

• Psychological Safety. Cultivate an environment where everyone feels safe to share ideas and admit mistakes. This starts with you: show empathy, listen actively, and address concerns with understanding.

• Accessibility. Be consistently available for discussions, feedback, and support. An open-door policy isn't just physical; it's a mindset that encourages open communication.

• Recognition. Acknowledge and celebrate achievements regularly. Recognizing effort and success in various forms motivates and reinforces a positive team dynamic.

5. Career Progression and Personal Growth

Helping your team members build their career paths and grow personally within the organization is crucial for keeping them motivated and satisfied.?

Currently, the most common career path is to progress toward leadership roles. Not everyone wants to be a leader. Make sure that you have two distinct paths, one for leadership and one for individual contributors.

Here’s how to do it effectively:

• Personal Development Plans. Work together to map out each person's career goals and the steps to get there. Keep these plans dynamic, adjusting as goals evolve.

• Training Opportunities. Provide access to courses and workshops that align with their development plans. Encourage sharing new skills and insights with the team.

• Mentorship and Networking. Connect team members with mentors and encourage networking. These relationships can offer valuable guidance and open up new opportunities.

• Stretch Assignments. Assign projects that challenge and expand their skills. Offer support and celebrate their achievements along the way.

• Recognition and Mobility. Acknowledge growth and accomplishments. Be open to discussing role changes or promotions that reflect their development and contributions.

Conclusion

Ready to elevate your team? Start with one simple step: listen.?

From there, build clarity, offer support, and guide growth.?

Ask yourself:

1. Understanding Individual and Team Needs: How can I better tailor my approach to meet the unique needs of each team member?
2. Creating Clarity and Alignment: What steps can I take today to ensure everyone is clear about their roles and how they contribute to our shared goals?
3. Feedback and Evaluation: How can I make my feedback more constructive and forward-looking to foster growth?
4. Support Systems for Success: What specific support does my team need right now to overcome current challenges?
5. Career Progression and Personal Growth: What can I do to actively facilitate my team members' career development and personal growth?

Leadership is about action. Choose one area to improve on and take that first step.?

Be the leader who not only dreams of high-performing teams but makes them a reality.

Are you ready to transform your leadership and your team? Let's make it happen, together.

My Services

As a Product Leadership Coach I help product leaders and entrepreneurs in achieving growth and strong teams while taking care of their wellbeing.?

I offer the following services:

1. Tailored 1:1? and Group Leadership and Product Leadership Coaching Programs: Personalized coaching for leaders and entrepreneurs aiming for excellence in their roles and industries.

1. Leadership and Strategy Workshops: Interactive workshops focusing on enhancing leadership capabilities across all levels of your organization and strategic sessions aimed at refining and developing winning product strategies .

1. Product Managers Hiring and Onboarding Audit and Consultancy: Expert evaluation and advice on optimizing your hiring and onboarding processes for product managers.

1. High Performing Product Teams Audit and Consultancy: Comprehensive analysis and guidance on building and maintaining high-performing product teams.

1. Wellbeing Programs: Programs designed to support the overall wellbeing of leaders and their teams, ensuring sustainable growth.

Interested in elevating your leadership and product teams??

DM me to discuss how we can tailor my services to meet your unique needs.