Belbin® - The Team Role Company’s Post

Good relationships between managers and their team members start with trust. Team members who trust their leaders speak up about little problems before they develop into big ones. Trust fosters innovation—it gives team members confidence their ideas will get treated respectfully. Morale flourishes because team members know their manager has their back. Pass along these tips to help managers strengthen the bonds of trust with their team members: 1. Conduct regular one-on-one meetings with each team member 2. Quit micromanaging. 3. Delegate more often and monitor progress 4. Manage expectations, not tasks 5. Admit your faults 6. If you don’t know something, say

The Purpose creates the Team Cornerstone 3: Vision and Inspiration (please see my previous posts this week). It is the responsibility of the team leader to establish the intent and ambition for the team. Their responsibility is to be inspiring visionaries initiating team enthusiasm, energy and excitement for the collective cause. The vision for the team needs to realistic yet aspirational, grounded yet lifting. There is nothing more powerful than I well connected and inspired team and it is the leadership's job to create this initial momentum. In short, plant the bulbs of the team's culture. Successful communication holds the key to early success. Leaders must mobilise and unite the collective energy and focus - not an easy task! However, sustaining this early success and momentum depends on the leaders ability to capture the team's energy and excitement by providing a safe and generative space for the team to share their thoughts, ideas and opinions too. Initial inspiration will only be maintained when the team know that their voice matters and has been valued and heard. Being a motivated and influential team member is enhanced when you truly believe and are inspired by the team's mission - your buy-in has been secured. It's a special and valued place to be, when you feel that you have part-ownership and joint-responsibility for the outcome. "The Purpose creates the team, the team does not create the purpose" - Matt Mayberry To explore this is greater detail and with a bespoke focus for your team, email me: [email protected]

The main message of "Teamwork" by Natalie Dawson is that effective collaboration within teams leads to greater success and satisfaction. By following this advice, teams can cultivate trust, open communication, and mutual respect, resulting in enhanced problem-solving, innovation, and productivity. Embracing diversity, clear goals, and positive team culture fosters resilience and fulfillment, ultimately driving personal and professional growth. It all seems obvious but leaders have to prioritize “building high-performance teams” with intentionality, commit the time, framework and energy. Building a high performance team does not happen automatically but is essential for growth. Natalie shares processes, recommendations and tools which I really appreciated. Enjoy the book!

➡ Constructive interaction among team members reflects the depth of professional relationships within the organization, significantly contributing to increased productivity and a more harmonious work environment. When opportunities for open communication and idea-sharing are encouraged, creativity flourishes, and challenges are transformed into opportunities. A leader who recognizes the importance of thoughtful dialogue and active listening doesn't just steer the team toward success, but also instills a sense of belonging within the group. The ability to perceive what lies beneath the words ensures that team members feel valued, driving them to work with renewed dedication and commitment. #Leaders who focus on building effective communication bridges, beyond mere instructions, create an environment where continuous collaboration and the exchange of innovative solutions thrive. When the team is free to express their ideas, complex solutions arise more naturally, empowering the team to tackle challenges with greater confidence. Collaboration is the foundation of any organization’s success, and active listening is the tool that strengthens this foundation, ensuring it remains strong and sustainable.

Here’s a quick look at 5 powerful ways to inspire and motivate your team in 2024: ➡️ Create a culture of motivational intelligence ➡️ Set clear and compelling goals ➡️ Empower through trust and autonomy ➡️ Build a collaborative and supportive environment ➡️ Lead by example, with passion and positivity For more on each example, click here: https://bit.ly/3PnzKix #TeamMotivation #MotivationTips #InspiredTeams

Here’s a quick look at 5 powerful ways to inspire and motivate your team in 2024: ➡️ Create a culture of motivational intelligence ➡️ Set clear and compelling goals ➡️ Empower through trust and autonomy ➡️ Build a collaborative and supportive environment ➡️ Lead by example, with passion and positivity For more on each example, click here: https://bit.ly/3PnzKix #TeamMotivation #MotivationTips #InspiredTeams

Being open, receptive, and approachable as a manager and leader is crucial for several reasons: Builds Trust: When team members feel they can speak freely, it fosters trust and strengthens relationships. Encourages Collaboration: An approachable leader promotes teamwork and collaboration, leading to innovative solutions and improved performance. Enhances Communication: Openness creates an environment where feedback is encouraged, leading to clearer communication and reduced misunderstandings. Boosts Morale: A receptive attitude makes employees feel valued and heard, which can significantly enhance morale and motivation. Facilitates Growth: Being open to ideas and feedback helps leaders identify areas for improvement, both for the team and themselves. Promotes Diversity of Thought: An approachable leader welcomes diverse perspectives, driving creativity and better decision-making.

Being open, receptive, and approachable as a manager and leader is crucial for several reasons: Builds Trust: When team members feel they can speak freely, it fosters trust and strengthens relationships. Encourages Collaboration: An approachable leader promotes teamwork and collaboration, leading to innovative solutions and improved performance. Enhances Communication: Openness creates an environment where feedback is encouraged, leading to clearer communication and reduced misunderstandings. Boosts Morale: A receptive attitude makes employees feel valued and heard, which can significantly enhance morale and motivation. Facilitates Growth: Being open to ideas and feedback helps leaders identify areas for improvement, both for the team and themselves. Promotes Diversity of Thought: An approachable leader welcomes diverse perspectives, driving creativity and better decision-making.

Do you often find yourself controlling every aspect of your team's work? Do you trust your team members to make decisions and handle tasks independently? Do you often find yourself constantly monitoring your team's work? Do you suffocate your team with excessive oversight and control? Are you providing excessive guidance, leaving little room for autonomy? Do you frequently step in to make decisions for your team? Are you hindering your team's growth and development by being too controlling? Micro-managing can harm individuals, teams, and more. Here are key reasons to avoid it: 1. *Loss of Trust*: Micro-managing shows you don't trust your team. 2. *Decreased Motivation*: It demotivates employees and reduces job satisfaction. 3. *Negative Impact*: Micro-managing damages team dynamics, fosters dependency, and hinders growth. What do you do as leaders?

Leaders employ various approaches to manage their teams, depending on their circumstances. However, micromanagement, where a leader feels the need to control every detail, places unnecessary strain on the team and erodes trust. Over time, this approach impacts morale, as team members feel their efforts go unrecognized and nothing they do is ever sufficient. So, how can a leader recognize if they’re micromanaging? Are there signs they might be overlooking? Can the team help bring this to their attention, and is there enough trust for open, honest communication? How might the organization notice these patterns? Most importantly, what steps can be taken to shift away from micromanagement and foster a healthier, more empowering work environment? What are your thoughts 💬? Share in comments.