Training for leadership is a tough challenge to face indeed when it’s not just your work that you’re accountable for but your team members as well. The role of a manager/team leader isn’t always smooth sailing. Where at the beginning of your career it’s likely that you were purely responsible for the work allocated to you alone, it’s is now your responsibility as a part of training for leadership to inspire, lead and motivate your team to accomplish a given set of goals for the organization. Team is the core of every organiztion, Baden Eunson in his book quotes that ‘A team is a collection of people who must work interdependently to achieve a common goal or output’.
That is much easier said than done right? Not everybody is going to be easy to work with and most certainly ensuring everything is running without a hitch can often prove to be a challenge.
The unexpected costs of ineffective leadership
As complexity and disruption continue to grow, it is becoming harder to define one “correct way” to lead an entire organization. There is no “one-size-fits-all” approach, and what worked yesterday would most certainly fail miserably tomorrow. Training for leadership is a tool to develop throughout every department of every organization regardless of domain or industry. Anarchy will continue to prevail even if the workforce is well-equipped but lacks leadership or management to guide them through tasks.
So, how can you go about being a great leader who displays authority, at the same time as maintaining and inculcating respect from their peers? Here are a few of our top tips for effective Training for leadership and team management :
- Communicate goals & targets clearly:
Employees look to management for achievable company goals. When those goals are not entirely clear, disagreements will erupt as employees try to define goals themselves. By clearly laying out goals and targets, everyone begins at the same place and understands where the business is going.
- Set reasonable deadlines:
Reasonable deadlines are often immensely subjective, and timelines often vary based on need. But you can build a spirit of teamwork by dividing and allocating assignments equally, providing some sort of compensation to employees who are working additional hours, and reworking less important deadlines to allow for a little more time for completion.
- Define responsibilities:
Offices function best when everyone is crystal clear about their responsibilities. Provide each employee with a distinct definition of their own responsibilities, both individually and as it relates to group projects or the company as a whole. This eliminates any kind of confusion over who is accountable and responsible for what and allows employees to relate without struggling over the allocated work.
A huge part of training for leadership is to give decision-making power to the people working on the project. Give them the authority necessary to get their jobs done in the most optimum fashion, but observe the process to make sure they’re rising to the challenge. Trusted employees can make decisions without fearing the consequences, and good employees will most certainly value that trust and seek to make the best decisions.
- Seek to build positive working relationships:
As an effective leader, It’s important to get to know members of your team individually, not only on a professional level but on a personal level too. When you put the effort in to get to know a bit more about how your colleagues are doing and what they’re interest lies in, it will build a much better rapport among the team.
- Acknowledge good work:
Don’t be one of these team leaders who only give feedback when you’ve got something to criticize! By providing your staff with positive feedback as well it will help to build their confidence and encourage them to get more involved in activities in the future, so it’s vital that you acknowledge their achievements and the amount of effort that they are putting into their allocated work which is a huge part in training for leadership. Definitely, encourage creativity and ensure that everyone is clear about what is expected of them.
- Be real:
Your team most certainly doesn’t expect you to be superhuman, so if you’re feeling tied down by the pressure and need a helping hand, don’t be afraid to admit it and even if you make a mistake, own up! Thus, by doing so and showing the human side of yourself and allowing your staff to get to know you a bit better, your team will feel more relaxed and comfortable approaching you in tight situations.
- Encourage relationships:
Most offices are busy places with many demanding and hectic deadlines. But allowing employees an occasional extended lunch to go out together and relax outside the work environment can build an understanding within the team that will transfer back into the office and improves working relationships.
- Manage conflict:
When there is conflict in the workplace, it should most certainly not be ignored. Turning a blind eye could lead to a negative atmosphere, which could have implications for staff productivity and communication among the team may suffer in the long run. When an issue arises, it’s crucial that it is addressed right away before it builds into unnecessary office tension.
- Set a good example:
Your team will look up to you for guidance, motivation, and inspiration, so it’s essential that you set a good example to gain their respect. If you expect them to behave professionally and commit to their work, it’s vital that you begin by doing so yourself. Make sure that you are doing your job correctly and efficiently, continuing to develop your career and support your team in their endeavors as well.
- Be decisive:
A good leader needs to be able to assert their authority and make important decisions on the behalf of the team. There is no space for flakiness or uncertainty in a leadership role, so it’s crucial that you stick to your guns and go with what you feel is best the business.
- Delegate jobs to the right people:
Part of why it is vital that you establish a relationship with your team and get to know them individually is so you can assess what their strengths and weaknesses are. People perform better and are more engaged in roles where they feel they are employing their best skill/s, so delegating proper functions that suit each member will have a significant impact on the productivity of the team and help in your journey for training for leadership and growing as a leader.
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