8 qualities of great leaders who get the best out of their teams

Leadership must be conscientious, continuous and courageous to overcome a crisis and lead people with kindness. By leading a team of enthusiastic fans and supporting them to stay focused, you'll see practices that contribute to team effectiveness productivity and collaboration. Here are eight ways to lead teams, virtual or otherwise, to high impact.

A leader's words and actions can help employees feel safe, help them cope with emotions, and put their experience into a context where they can draw meaning from it. Leaders must give people what they need when they need it, communicate clearly and frequently, maintain transparency, and help people understand everything that has happened.

Leading networking experiences can be as simple as taking a few minutes at the start of a team meeting to explore shared interests, reflecting on successes in the past week to sharing personal stories and TV shows watched. Creating a channel or chat room to discuss sports, share the latest news, or host a virtual party strengthens team bonds and lifts spirits.

When teams are in sync, they are clear on the common goal, they are clear on what success looks like, and they are committed to the top priorities, behaviors, and practices that support effectiveness. By developing shared leadership through one-on-one meetings, you create an environment where you experience your people on a deeper level. Leaders can ask questions like:

• What matters most to you in your current position?
• How would you describe a great day for you? How does it look?
• Identify what makes you proud to be a part of this workplace.
• If you could lead one initiative at work, what would it be?

Within the meeting, these questions can identify practices, spark discussions and actions that are important to everyone.

A lack of accountability within a team permeates the fabric of the organization like wildfire, limits productivity and can kill morale. Individuals must know what they and as a group are responsible for. Leaders need to set the stage by describing the “why” of what they are spending valuable time on. By setting clear expectations, team members are clear on standards and deliverables. These conversations are not isolated; require repetition.

Don't tell people what to do, instead train them. Among the vital behaviors that distinguish great leaders, the members of the coaching team stand out as one of the main ones.

Through weekly team meetings, leaders explore what obstacles need to be removed and how you can help them. By being transparent with the team, leaders provide balanced feedback on what has gone well and how you can learn from experiences.

As people return to the workplace, they may continue to experience confusion about what lies ahead. Leaders can offer space and time for all employees to talk about the uncertainty they feel, reflect on what has changed for them, and the valuable lessons they have learned about themselves and their work during this time.

Launching clear leadership pipelines demonstrates to employees that you are involved in their development and future within the organization.

Addressing these leadership blocks and developing individual development plans for all employees at all levels can lead to increased employee engagement, minimize staff turnover, help the hiring process, and be a great way to build employee engagement. organizational cohesion and teamwork.

Empowering the employee to determine how they return to the office puts diversity and inclusion in their hands. Leaders can lead discussions to reveal how people feel about returning to the workplace, the associated benefits and risks. Leaders can start from where the person is and adopt a sense of curiosity instead of drawing on what you know about that person. Through individual conversations and team discussions, leaders can explore what strategies can be adopted to support inclusion.