Tag Archives: Collaboration

Four Leadership Skills That Will Drive Team Performance

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Whether you are in a management position or want to be promoted into a leadership role in your organization, the challenges remain the same. New leadership skills are required for an ever-changing, multi-generational, diverse workplace. Today’s new crop of potential managers and leaders must have exceptional people skills and master the ability to connect with others to build collaborative teams, communicate in a way that everyone will understand, educate them on what they need to know, and help others grow by delegating often.

Worth Remembering – If you want to build a ship, don’t drum up people to collect wood and don’t design tasks that work for them; instead, teach them to long for the immensity of the sea. – Antoine de Saint-Exupery.

Connecting. Exceptional managers and leaders can make an emotional connection. They understand that if you can’t make an emotional connection, you stand little chance of capturing their heads, hearts, and hands. Your success and the success of your organization hinge on your ability to bring people together and build a collaborative team.

Communicating. Exceptional managers and leaders know that communication is everything. They realize that they are not the most important person in the conversation. If you can’t send the message in a way that everyone will understand, then whatever you say will mean absolutely nothing. You need to get everyone on the same page.

Educating. Exceptional managers and leaders can teach others what they need to know to complete the task and reach individual and team goals. They understand that not everyone learns the same way. The key to teaching someone is to find out how they like to learn and teach them in their preferred style.

Delegating. Exceptional managers and leaders understand that they can’t do it alone. They understand that you must give up control to get control. They know that if they don’t delegate some of their responsibility to those around them, they rob them of their opportunity to grow. Successful managers and leaders resist the urge to micromanage.

Worth Remembering – To each, there comes a moment when they are offered a chance that’s fitted to their talents. What a tragedy if, at that moment, finds them prepared or unqualified. – Sir Winston Churchill.

Are you looking to become an exceptional manager or leader? Develop these four skills. Learn to connect with others, communicate in a way your team likes, educate them on what they need to know and grow your people by delegating often.

Copyright 2024. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. This article was written without AI Assistance. Brian specializes in helping others communicate and interact more effectively, resolve conflict, build collaborative teams and motivate others to perform at their best. Brian’s programs can be delivered virtually, online or in person, including one-on-one coaching.

How To Lead Your Team Through Change

brian smith-pld, Coaching, Competitive Advantage, Entrepreneurship, Leadership Development, Management, Management Training, Mentorship, Personal Development, Personality Types, Professional development, Reformed Control Freak, Soft-Skills Training, Teacher, Uncategorized • Tags: , , , , , ,

Change is often inevitable when changes are made under new management, mergers, hostile takeovers or acquisitions. Change can be disruptive. Some people adapt well to change – some tolerate it – while others dislike it and try to ignore it or hide their heads in the sand. The announcement that changes are going to take place is the easy part; it makes your organization look bold and forward-thinking. However, implementing those changes is complicated because no matter the reasons for making those changes, there will always be resentment and resistance, especially when the changes require a new way of working or painful budget cuts.

‘Every change forces all companies in an industry to adapt their strategies to that change.” – Bill Gates.

We adopt a particular style – a particular way of behaving at a very young age which heavily influences how we react to change. Having everyone on your team score a DISC Behavioural Assessment may give you valuable insight into how each team member might react to those changes. You can use that understanding to make the transition smoother and help lead your team through change.

Here are some general characteristics of each DISC style based on Dr. William Marston’s research.

D – Dominant. They may resist change if it threatens their authority and might become aggressive and demanding when faced with uncertainty. To help D cope with change, provide clear direction and feedback and recognize their ability to lead others.

I – Interpersonal. They may resist change if it disrupts their relationships or routines and may become emotional and opinionated when faced with stress or conflict. To help I cope with change, provide support and empathy and address their concerns.

S – Steadiness. They may resist change if it challenges their logic and security and may become cautious and rigid and resist new ideas for fear of failure. To help S cope with change, explain the reasons behind those changes and how they will benefit them and the team, and offer your support.

C – Conscientious. They may resist change if it goes against their standards and values and may become pessimistic and distant when faced with failure or disappointment. To help C cope with change, acknowledge the difficulties and offer guidance and resources.

‘Your success in life isn’t based on your ability to simply change. It is based on your ability to change faster than your competition, customers and business.’ – Mark Sanborn.

Remember, these are just general tendencies; not everyone on your team will fit into one neat little package. We are a blend of all four DISC styles and may react differently depending on the situation. The best way to lead your team through change is to be open-minded, flexible and communicative and understand how each person handles change.

Copyright 2023. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. To learn more about DISC and how it can help you manage and lead others more effectively, contact Brian at – brian@briansmithpld.com. or visit – https;//briansmithpld.com.

What’s Getting in the Way of You Leading? 5

Leadership Development, Personal Development, Soft-Skills Training • Tags: , , , , , , , , , , , , , ,

images (36)If dolphins, lions and wolves can do it – why is it so difficult for humans to do it too? Why is it so difficult to put a group of people together and have them perform as a team? Teams, or at least the concept of teams, are the primary force of most organizations today but, without a strong leader, teams stand little chance of being successful. Team success or failure rests solely on the shoulders of the leader. If your team isn’t as successful as they could be or should be – it’s time to take stock of your leadership style and make some changes.

Worth Remembering … “It is not the individual but the team that is the instrument of sustained and enduring success in management.” – Anthony Jay 

You can increase your chances of leadership success by avoiding or maneuvering around these ten obstacles to building collaborative and productive teams. What’s getting in the way of you being a more effective leader? Are you guilty of committing any of these offences?

  1. Lack of a competent leader: Leaders aren’t expected to know everything. But, they are expected to know who to go to and find out.
  2. Lack of goals and goal alignment: Leaders need to be very clear on what it is they want to accomplish and have a general idea of how to go about accomplishing it.
  3. Individual focus on themselves and not their team: There can’t be any hidden personal agendas. There can only be one agenda – the team’s agenda. Everyone needs to understand that if the “team” wins – everyone wins – including the leader.
  4. Lack of understanding team members: What motivates you may not motivate them. Leaders need to take the time to find out what their people’s individual needs are. And then work very hard to make sure their needs are met.
  5. Lack of clarity on team roles: Everyone has a strength that they bring to the team. Leaders need to put people in positions where they will be able to play to their strengths.
  6. Lack of trust: If they can’t trust your word – they won’t trust you. Your word must be your bond. What ever you say you’re going to do – do it!
  7. Lack of accountability: You must hold yourself and others accountable. Standards aren’t open for debate. Standards must be met and maintained. However, how you go about accomplishing them can be.
  8. Lack of team focus: – Leaders must never lose sight of why you do what you do. Everything you do and say must be congruent with your purpose and vision, or you must not do it.
  9. Lack of spending time together: People want to feel important. They want to feel needed. Take the time to establish a relationship with the people you work with and interact with. People perform better for leaders they like and respect.
  10. Poor Communication: Leaders can`t communicate too much. People want to know what`s going on – good or bad. Especially if it`s going to impact them. If you can’t communicate – you can’t lead.

Copyright (c) 2013. Brian Smith – Reformed Control Freak. Are you looking for a keynote speaker, planning a lunch-n-learn or training seminar? Brian will work with you to insure your event is an overwhelming success. To find out more about Brian visit http://briansmithpld.com