“Alone, we can do so little; together, we can do so much.” – Hellen Keller
Team efficiency is one of the best drivers of success. That’s why organisational psychologists are advocating for a change in the traditional leadership style.
Instead of directing, the focus is on coaching. The leader, after all, is the key to facilitating team performance.
If you want to improve the efficiency of your work community, then here are six things you need to do:
Communication Sparks Change
When it comes to coaching companies, the Gram Consulting Group always focuses on good communication. Without it, the team will fail.
Poor communication can lead to project delays and failures, lost sales, and higher stress levels.
As such, leaders need to work on their communication skills.
For starters, you need to be an active yet empathic listener. Don’t just listen for the sake of it—you need to try and understand all their thoughts and concerns.
The best thing about being a great listener? It’s a way to boost your emotional intelligence! With higher EQ points, you’ll find it easier to promote collaboration amongst your staff.
Be an Authentic Leader
What makes an authentic leader? According to experts from the Gram Consulting Group, these are people that can inspire faith in others.
They’re honest with their employees, whether they’re dealing with them in a meeting or a change initiative session. They know how to leverage the company’s objectives to boost their staff’s motivation.
True enough, authentic leaders help boost team performance. Research shows that authentic leadership brings about higher satisfaction rates. As such, they help influence attitudes and even increase happiness on the job.
Make Decisions Together, According to Evidence-Based Coaches
Most leaders are used to making decisions on their own. But if you want your team to thrive, you should include them in the decision-making process.
According to Harvard academics, asking the community can pave the way for more innovative decisions. These people may come up with content that you wouldn’t have ordinarily thought of.
As per highly experienced humans, team decision-making brings about constructive conflict. Because of the varied opinions, each member can work on challenging the established preconceptions.
In these cases, leaders are more or less facilitators. They encourage an outpour of perspectives and even some debate!
With this type of brainstorming, you and your team can solve problems quickly and make better decisions in the future.
Micromanaging People is Not a Good Idea
As a leader, one of your duties is facilitating your team. It’s your job to make a process or action easier.
What you shouldn’t do, however, is micromanage. It’s a trait that the Gram Consulting Group works hard to change in old-school executives.
Micromanagement occurs when companies closely observe their workers, even to the point of controlling them. They keep on reminding their employees about the work they need to accomplish in a set time.
Unsurprisingly, micromanagement only comes with adverse effects. According to a study, it can lead to low morale and high turnover rates. Worse of all, it’s a key reason behind decreased productivity.
If you’re a bit of a micromanager, you should take this as a sign: it’s time to change!
According to coaching experts, the first thing you need to do is let go of perfectionism. Nobody’s perfect—somebody’s bound to make a mistake.
Instead, it would help if you enabled your employees to pursue their unique ways of finishing tasks.
Not only will this instil trust, but it will allow your team to zero in on the objectives.
Give Your Team a Sense of Purpose
Like other experts, the Gram Consulting Group believes in the power of purpose.
For one, a report has shown that there are indeed benefits to having a shared purpose.
Results show that 89% of executives view it to be a driver of worker satisfaction. Also, 81% of the respondents believe that purpose-driven companies offer better goods and services.
To unlock the benefits of a shared purpose, you need to provide real-life examples of such. It’s all about recognizing your staff’s efforts and how they help the business achieve its mission and objectives.
Continue to Provide Feedback (and Ask for Some, Too)
As a manager, you need to know how to provide effective feedback. You don’t necessarily have to wait for the annual review, as you can give informal feedback whenever possible.
Consider them conversations with your team.
When giving informal feedback, make sure it’s actionable and specific. You don’t want vague statements, such as the usual “Good job.”
That said, you should make it a point to ask for some feedback, too. These observations will help you recognize the leadership gaps you need to address.
Remember: this feedback loop will help you build a stronger relationship with your team.
There’s no denying that leaders play a pivotal role in improving team performance. If you’re looking to become a more effective leader to your team, then sign up for Gram Consulting Group coaching.
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