How to Elevate the Performance of Your Team
Most leaders acknowledge that their actions have impact on their teams and their performance but only a few of them truly realise to what extent. In fact, according to our research, 70 per cent of respondents indicated that the climate is shaped by their manager. The more positive your team climate, the more motivated they will be and the more productive they will become.
The more engaged employees, the better the chance of retaining them so they can be developed to become even more profitable to the business. This productivity cycle which is pedalled by a manager’s behaviour may seem straight forward enough but there are still a number of bosses that get it wrong and, as a result, have a negative impact on the business’ success.
Positive Workplace Climate
Building a positive workplace climate which cultivates a happy, committed and productive workforce is about treating people how you would expect to be treated yourself plus much more. It’s about listening to employees and understanding their concerns. It’s acknowledging where individuals may need support and development. It’s encouraging others to share ideas and make suggestions and follow through on your commitments. And, it’s about setting a good example by walking the talk.
Effective teams need to learn how to work collaboratively together and hold each other accountable for their work. Leaders must learn to delegate tasks and encourage their employees to take accountability for their work. Taking accountability and ownership of their work makes team members feel empowered and motivated. They will also feel happy that their contributions are values towards the project and this is invaluable.
The underlying issue for any team is that there is trust within the team. The team members must fully trust their manager, and vice versa in order for a team to be fully effective. But trust is also extended amongst the members themselves. Without trust, it would be difficult to have the right team climate. That enables them to share ideas, challenge thinking and hold one another accountable.
Collaboration amongst team members plays an important role in creating a positive work climate. Above, we speak about trust. Trust is build amongst team members through collaboration. It is when they are collaborating on projects that team members learn each other’s work style, areas of expertise and perspectives. Leaders must encourage collaboration amongst employees.
Creating a Coaching Culture
Leaders must learn to take the time to listen and engage with individuals or reflect on their own and the team’s behaviour and skills and how it’s affecting performance. This is where creating a coaching culture can help in steering a team to success.
Coaching, when done correctly, provides the forum for clear direction and support to employees in their existing roles and future development. It’s a chance to delegate responsibility, discuss concerns and gather feedback and ideas. Plus, it can be a great way to identify any skill deficits and iron out any issues that may be having a negative impact on the climate and performance of the team – including any that your own behaviour may be causing.
Great bosses in high performing organisations create coaching cultures where managers are held accountable for coaching their team and driving performance. They endorse coaching and model it (so walk the talk) from board level downwards. Leaders at every level are trained to coach proactively (and not only when they have to) whilst coaches are coached too. They are expected to integrate coaching into everyday management routines and know how to establish clear coaching goals for every individual in their team; goals which are tied to specific behaviours, competencies and performance objectives.
As long as a boss values their team, treats them fairly and invests in their development, they will soon crack the art to being a great boss.