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How to lead a Team at Work

Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others. —Jack Welch

You need to be professional in approach at your work in order to accomplish the periodical goals and the eventual targets that have been set for the team in general and the company in particular. Being over friendly may lose your control over your team and thus may fail to achieve the targets.
If you want to succeed as a leader, you can only do it by setting up your team members to succeed. As a leader you need to prepare a few fundamental leadership tips for managing your team acquire optimum results.

A team is all about Forming, Norming, Brainstorming and Performing.

Results and productivity v/s the time clock

Each employee coming to work in an organization is selling his knowledge for certain number of hours in lieu of an amount to be paid as salary at the end of the month. As a team leader your first duty becomes to motivate the entire team to perform during those specific hours rather than just doing a job. Results and productivity should be the aim rather than just looking into the watch and counting the hours. Relevant source and tools be provided to them when needed for the assigned task quote the deadline. Then allow them to manage their own time. This sends the message that you trust your team.

Right people for right work:

Essentially put the right people in the right place. At times reshuffle the talents is fruitful it breaks the monotony of doing the same task over and over again thus your team has a better chance of success. If you truly think their talents are better suited and could make a bigger contribution in another role. You may face the reluctance of the employee to move in a case, so you may need to convince them that the change is in their interest, as well as the best interest of the company.

Project for the Passionate:

Look into the work history of each team member and assign the task as per the passion of each team member this another way of placing people in the right seats Occasionally, this means putting someone in an area where they don’t have much experience, but their passion will fuel a strong desire to learn and grow. Once they are put in a momentum, passion becomes a strong driving force for both innovation and growth.

Best performers for biggest opportunities

The organization grows and moves forward and therefore the talented members of each team becomes an asset. Nevertheless finding someone who has the talent for the work or has a passion for the subject matter is always an added advantage o the organization. Big opportunities come around only once so the best performers are put on biggest opportunities.

Accountability towards goal achievements

Each team member should be accountable so that the organization can bank upon them as a whole. The goals should be achieved way ahead of time, in any case if there is any hindrance then the team leader should always be approachable to discuss and look for solutions as a whole.

Trust your people — and let them know it

Appreciate the Knowledge and decision-making quality of the team. The team needs to stay sharp mentally to achieve top performance. The responsibility lies on the management to create an atmosphere that fosters and encourages creativity. Let the team know that you have faith in their ability to do the job, solve the problem, and meet the deadline. If you don’t trust them, is you who has to manage.

Avoid blaming

Never play a blame game within the team or for that matter in the organization. There are going to be times when you fail, and there will be times that things simply don’t happen the way you hoped. Instead of blaming anybody for that try to figure out what went wrong and why? Learn a lesson from it. If the errors are made by individuals, deal with them privately. If necessary, let the person know your expectations from him in the future. Never blame individuals publically.

Learn from the previous experience:

There are times when employees fail in accomplishing a project, but there are other times when good employees work on project but that simply fails. The two scenarios are different. If a good person works on a bad project, doesn’t mean that the person is less talented because the project didn’t materialize. Use the project as a learning experience and do not underestimate your good men. Otherwise, you will make your employees conscience and they will be reluctant to take up the next big project.

Don’t provide all the answers — make your employees brainstorm

As a leader you do not have a monopoly on all of the good ideas. If your team members hesitate to take decisions without your opinion first, means you haven’t empowered them. If they aren’t making their own decisions, you should change your strategy if they provide information and ask what to do about a situation then roll the ball back into their court and ask them, “What do you think?” They may be surprise them at first, but after several times, they will start thinking. Now before they come to you they would be fully prepared to discuss the matter and make a recommendation.

Build consensus with strong Communication

Proper communication within the team is mandatory. Keep your team updated with the latest changes in policies and methodology or else when you inform it on them suddenly, they might be defensive and skeptical. If possible, give the team an informal heads-up that a change is coming and let them know some of the reasoning involved prior. They will be glad you kept them in the loop. If they don’t agree with the logical reasoning, they can express their suggestions. A better exercise is to have a brainstorming session with your team when you are still formulating a new idea or strategy change, so you can gather their ideas and feedback.

A team is always we not I.


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