Graham Wilson’s Post

How Situational and Servant Leadership Can Help Teams Thrive Through the Forming-Storming-Norming-Performing Stages Leadership isn't just about guiding a team; it's about understanding where they are and what they need at each stage of development. Bruce Tuckman's model—Forming, Storming, Norming, and Performing—describes the natural progression of team dynamics. Here’s how combining Situational Leadership and Servant Leadership can help a team navigate these stages successfully: 🔹 Forming: At this early stage, team members are often unsure of their roles. A Situational Leader adopts a directive style, providing clarity and direction to guide the team. Meanwhile, a Servant Leader ensures psychological safety by creating an environment of trust and inclusivity, helping team members feel supported as they get to know each other. 🔹 Storming: Conflict and tension often arise as people start to challenge each other. Here, Situational Leaders adjust to a coaching approach, balancing guidance with listening. A Servant Leader addresses these challenges by prioritizing empathy, resolving conflicts with understanding, and fostering open communication, enabling the team to work through differences. 🔹 Norming: As the team establishes norms and routines, the leader’s role shifts. A Situational Leader provides less directive support and encourages autonomy. The Servant Leader focuses on serving the team's evolving needs—removing barriers, celebrating progress, and empowering team members to take ownership of their roles. 🔹 Performing: In this stage, the team functions cohesively with high performance. Here, Situational Leaders move into a delegating role, offering minimal oversight. Servant Leaders continue to uplift by prioritizing the team’s growth and development, ensuring long-term success and maintaining the team’s momentum. In essence, Situational Leadership adapts to the team's maturity level, while Servant Leadership nurtures trust and collaboration. Together, they create a powerful combination that can guide teams through each stage of development, resulting in stronger, high-performing teams. https://lnkd.in/gvHFYmXY #Leadership #TeamDevelopment #ServantLeadership #SituationalLeadership #Teamwork #Coaching #TuckmanModel #Collaboration #GrowthMindset

Every leader eventually faces this question– 𝗗𝗼 𝘆𝗼𝘂 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗰𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝗲 𝗼𝗿 𝗹𝗶𝗸𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝗻 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺? An HBR study outlines four types of team members: • 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝘁 𝗝𝗲𝗿𝗸𝘀: Skilled but difficult to work with • 𝗟𝗼𝘃𝗮𝗯𝗹𝗲 𝗦𝘁𝗮𝗿𝘀: The ideal mix of skill and likability • 𝗟𝗼𝘃𝗮𝗯𝗹𝗲 𝗙𝗼𝗼𝗹𝘀: Personable but lacking key skills • 𝗜𝗻𝗰𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝘁 𝗝𝗲𝗿𝗸𝘀: Neither skilled nor likable While Lovable Stars are ideal, most teams consist of a mix of personalities, working styles, and skill levels. The real challenge is balancing high performers who are tough to manage with those who are well-liked but lack key skills—without letting either hinder the team's progress. Here’s how effective leaders approach it: 1️. 𝗠𝗮𝘅𝗶𝗺𝗶𝘇𝗲 𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀 ↳ Leverage the expertise of skilled but challenging team members while fostering collaboration. ↳ For the well-liked but lacking in key skills, focus on their positive impact and place them in roles where they can grow. 2️. 𝗖𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 ↳ Offer behavior-specific feedback to help challenging individuals understand how their actions affect team dynamics. ↳ Provide clear guidance on key growth areas for those who are well-liked but lack skills. 3️. 𝗧𝗮𝗶𝗹𝗼𝗿𝗲𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 ↳ Provide coaching to foster self-awareness and emotional intelligence for the skilled but challenging. ↳ Create skill-building opportunities for those who are engaging but need development to boost team performance. 𝗧𝗵𝗲 𝗴𝗼𝗮𝗹? Foster a team where competence and collaboration drive success. Strong leadership requires tough decisions—addressing behaviors and investing in development so that diverse talents become assets that elevate the whole team. 𝗔𝗴𝗿𝗲𝗲? 📌 Share this to help others balance competence and collaboration in their teams. ➕ Follow Stephanie Grossman, PCC, CPCC for more Leadership and Self-Mastery content.

Empowering Your Team: The Key to Exceptional Leadership 🚀 Effective leadership isn’t just about directing your team—it’s about empowering them to excel. Here’s how you can transform your leadership approach to empower your team and drive exceptional results: 1️⃣ Foster Trust: Build a foundation of trust by being transparent, reliable, and supportive. Trust is the bedrock of effective teamwork and allows team members to take risks and innovate without fear of judgment. 2️⃣ Delegate Effectively: Empower your team by delegating responsibilities and allowing them to take ownership of their tasks. Delegation not only frees you up to focus on strategic priorities but also helps team members grow and develop their skills. 3️⃣ Encourage Development: Invest in your team’s professional growth by providing opportunities for training, mentorship, and skill development. When team members feel supported in their growth, they are more engaged and motivated. 4️⃣ Recognize Achievements: Celebrate successes and acknowledge the hard work of your team. Recognition boosts morale and motivates team members to continue striving for excellence. 5️⃣ Promote Autonomy: Allow team members to make decisions within their areas of responsibility. Autonomy fosters a sense of ownership and can lead to more innovative solutions and increased job satisfaction. 6️⃣ Provide Constructive Feedback: Offer feedback that is both supportive and constructive. Focus on helping team members understand their strengths and areas for improvement, and provide actionable guidance for their development. 7️⃣ Create a Positive Environment: Cultivate a work environment that values collaboration, respect, and open communication. A positive atmosphere encourages creativity and teamwork. Empowering your team is a powerful way to enhance productivity, engagement, and overall success. By fostering trust, promoting development, and celebrating achievements, you create an environment where your team can thrive. Ready to enhance your leadership skills and empower your team? Join The Leadership APEX for access to tools, strategies, and insights that will help you become an exceptional leader. Learn more at TheLeadershipAPEX.com. #EmpowerYourTeam #EffectiveLeadership #TeamSuccess #TheLeadershipAPEX

Leveraging the Skill-Will Matrix for Effective Leadership To maximize team performance, we categorize executive team members into 9 grids on the Skill-Will Matrix, adopting tailored strategies for each: 1. High Skill, High Will (Stars) • Strategy: Empower and delegate. • Action: Clarify expectations and let them lead. 2. High Skill, Medium Will (Inverted Players) • Strategy: Challenge to boost motivation. • Action: Assign impactful projects aligned with their goals. 3. High Skill, Low Will • Strategy: Micro-manage and re-engage. • Action: Use performance plans and clarify incentives. 4. Medium Skill, High Will • Strategy: Coach to develop skills. • Action: Provide training, mentoring, and feedback. 5. Medium Skill, Medium Will (Underperformers) • Strategy: Counsel for improvement. • Action: Set achievable goals and monitor progress. 6. Medium Skill, Low Will • Strategy: Micro-manage and evaluate. • Action: Focus on short-term fixes or consider transitions. 7. Low Skill, High Will • Strategy: Train and mentor. • Action: Build confidence through incremental challenges. 8. Low Skill, Medium Will • Strategy: Train and manage closely. • Action: Focus on wins and evaluate potential. 9. Low Skill, Low Will • Strategy: Separate. • Action: Transition out to avoid team drag. This structured approach ensures clarity, efficiency, and alignment with organizational goals by empowering high performers, coaching potential talent, and addressing underperformance decisively. ( Names have been changed deliberately)

Unlocking the Secrets to Create High Performing Teams: The Power of Leading by Example. In the quest to build a high-performing team, many elements come into play—from skill development to strategic planning. However, one fundamental element often overlooked is cultivating respect for you as a leader. How, then, does one foster this essential respect? Leading by example is not merely a leadership cliché—it is the bedrock upon which effective leadership stands. When leaders consistently model the behaviours, attitudes, and standards they expect from their team, they not only establish a culture of accountability but also build trust and integrity. This congruence between what leaders preach and practice is critical; failure to align these can quickly lead to perceptions of hypocrisy, diminishing a leader’s credibility and the respect they command. To illustrate, let me share a simple yet profound rule I learned from my coaching days, and immersed within the teams I coached: no hats or caps to be worn indoors. This rule might seem minor at first glance, but its roots are deeply cultural and historical, echoing a tradition of respect that dates back to medieval times. Historically, this came from when knights would remove their helmets to enter a building or church to identify themselves and to show they were no threat, signalling peace and respect. By instilling a modern counterpart in my teams, the act of removing a hat indoors became a daily reinforcement of respect and mutual trust among players, a constant reminder that they were part of an honest, open, and respectful team culture. This practice exemplifies how small actions can have deep symbolic meanings, reinforcing the core values of the team and underscoring the leader's commitment to those values. By adhering to this rule themselves, leaders reinforce their message about the importance of respect and etiquette, ensuring that their actions resonate as loudly as their words. Leading by example is a powerful strategy for any leader aiming to forge a high-performing team. It's about aligning actions with words and setting a standard for others to follow. As you reflect on your leadership style, consider what "unwritten rules" you enforce and what they might signify to your team. What simple, symbolic actions could you incorporate into your leadership to strengthen team respect and performance? How do these small gestures contribute to the larger culture of your organization?

80% of team leaders believe they lead a high performing team: (80 percent of team leaders think they do really well, so they give real high ratings on our Team Assessment Survey©) Yet only 20% of team members agree with it. What I find most helpful working with team leaders is: 1. High quality team level data that shows: -What the reality is and what the team needs to do next -What the team leader believes on how well their leading the team -What the team members believe and agrees with - so the team leader can focus on what areas are needed for improvement. Then execute. 2. Team Improvement Activities and Techniques that will: -Support the team to address the gaps immediately -Support the team leader to lead from behind -Support the team to win and get results Without the Team Assessment Survey©: -Teams are left with no measurement of team effectiveness -Teams are left with team leaders that believe they lead teams well -Teams are left with no clear purpose, no measurable goals, and no clear strategy to achieve success. That's why 3500+ other teams use the Team Assessment Survey© to: (start the process of effective collaboration and collective accountability). When you provide leaders with feedback on actual team performance: (and include a measure of Team Effectiveness Quotient: TQ) You start developing effective team building leaders across your organisation. What __% of your leaders build high performing teams?

"Reflection as a Tool for Team Growth and Improvement" In any high-performing team, continuous improvement is key. One of the most effective ways to foster that improvement is through collective reflection. Team leaders who create space for reflection after projects or challenges can unlock valuable insights that drive growth. Here’s how reflection can help your team: Learning from Successes and Failures: Reflection allows teams to analyze what went well and where there’s room for improvement. By breaking down successes, teams can identify winning strategies to replicate in future projects, while analyzing failures leads to valuable lessons that prevent repeating the same mistakes. Encouraging Open Dialogue: A reflection session creates an open space for team members to share their thoughts and experiences. This fosters a culture of transparency and collaboration, where everyone’s voice is valued, and ideas for improvement are encouraged. Enhancing Team Collaboration: Reflecting on challenges as a group builds stronger collaboration. Teams can assess how they worked together, identifying both strengths and areas for better communication or coordination. This strengthens the team dynamic and prepares the group for future challenges. Building Accountability: Collective reflection promotes accountability. When teams regularly reflect on their work, they hold each other responsible for continuous improvement, making sure everyone is aligned and committed to growing together. Driving Innovation: Teams that reflect together are more likely to innovate. By taking time to think critically about what could have been done differently, new ideas and creative solutions emerge, fueling future projects and processes. Incorporating reflection into your team’s routine isn’t just about reviewing performance—it’s about creating a culture of continuous improvement. By encouraging open dialogue and thoughtful reflection after every project or challenge, leaders can help their teams grow stronger and more effective over time. How do you encourage reflection and improvement in your team? #TeamGrowth #Leadership #Reflection #ContinuousImprovement #Collaboration #TeamDevelopment

Bridging the Gap: A Leadership Challenge on Goals vs Deliverables Strategies to Close the Gap 🗣️ Transparent Communication Are we truly communicating our goals effectively? Clear and honest communication is key to ensuring everyone is on the same page. 🔍 Proactive Monitoring How often do we check in on progress? Regular check-ins can help us address issues before they become overwhelming. 👍 Constructive Feedback Are we creating a culture where feedback is valued and acted upon? A strong feedback loop can make all the difference in performance. Qualities of Effective Team Members 📋 Accountability Are we encouraging our team members to take ownership of their tasks and responsibilities? 🦎 Adaptability How well can our team adapt to change and unexpected challenges? 🤝 Collaboration Do we foster genuine collaboration and teamwork, rather than just cooperation? Processes to Implement ✔️ SMART Goals Are our goals clear, realistic, and achievable? SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) can guide us effectively. 📆 Task Management Are we breaking down goals into smaller, manageable tasks with clear deadlines? 📊 Performance Reviews Are our performance reviews meaningful, constructive, and actionable? Training Needs 🎓 Skills Development What skills gaps exist within our team, and how can we help our team members grow? 🏅 Leadership Training Are we providing our leaders with the tools and support they need to succeed? Setting Expectations 💡 Clarity and Consistency Are our expectations clear, fair, and consistent? Actions for Non-Achievers 👐 Supportive Interventions How can we support team members who are struggling? ⬆️ Improvement Plans Do we have clear, structured plans to help improve performance? ❗ Consequences Are the consequences of underperformance clear and fair? Best Practices 👁️ Transparency How transparent are we in our communications and actions? 🏆 Recognition Are we recognizing and rewarding achievements in a meaningful way? 🔄 Continuous Improvement Are we committed to fostering a culture of continuous learning and improvement? Feedback from Others 🗣️ Peer Reviews How effectively are we using peer feedback to drive improvement? 💬 Customer Feedback Are we leveraging customer insights to guide our strategies and improvements? By asking ourselves these questions, we can find strategies that not only close the gap between goals and deliverables but also elevate our teams to new heights. Let’s challenge ourselves to lead with clarity, support, and a relentless drive for improvement. Together, we can achieve great things. Please share your comments and feedback ?. Appreciate it. #Leadership #TeamManagement #GoalSetting #Productivity #ContinuousImprovement #TeamBuilding

How true this is! Growing our next generation of leaders is our obligation as leaders.

Build Great Teams As a business leader, one of the most crucial actions you will need to take is to assemble a high performing team around you. While you might assemble stars, you have to get them to work together to deliver tangible results. Your team’s success is a reflection of you. Know this - Your team is as strong as its weakest link. So, how do you elevate your team's performance? Build great teams and create opportunities where your team can thrive. Here are three (3) evidence based strategies to managing your team effectively: 1.      Set Expectations Clearly There is nothing as important as the team knowing what their north star is. A study by Gallup found that only 50% of employees strongly agree they know what's expected of them at work. Yet, clear expectations are crucial for engagement and productivity. As a leader, clearly communicate vision, goals, deadlines, and performance standards. Please, if the target changes explain why. Don't assume anything- articulate instead. 2.      Follow Up Consistently Research from Harvard Business Review shows that regular check-ins can increase employee performance by 39%. Despite this, many leaders neglect consistent follow-ups. Implement regular check-in sessions and use measurable metrics. Use this as a time to connect with your direct report. Have your team create dashboards to track collective progress visually. You can’t manage what you don’t measure. This singular action holds you and the team accountable. 3.      Provide Honest Feedback A survey by OfficeVibe revealed that 65% of employees want more feedback. Constructive feedback, both positive and negative, is crucial for growth and improvement. Don’t shy to give both. Dont hesitate to give timely, specific feedback on both successes and areas for improvement. Be direct but compassionate. The Journal of Applied Psychology shares that teams with leaders who balance these three elements - clear direction, consistent follow-up, and honest feedback - show 21% greater profitability. Remember, effective team management isn't about micromanagement, but about creating an environment where your team can thrive. Build great teams. What's your experience with these actions? Share in the comments! #TeamManagement #LeadershipTips #EmployeeEngagement