By | Edward Page
Getting people to work together isn’t easy, and unfortunately, many leaders skip over the basics of team building in a rush to start achieving goals. However, your actions and ultimately, who you are as a person can have a major impact on whether your team delivers results.
While some are born great leaders, many just honed their leadership skills through extensive practice. If leadership is not innate in you, but you want to be effective as one can be, you’re probably wondering on what steps you should take to be considered as a great leader. More importantly, what competencies you should have so that everyone feels comfortable and motivated to contribute.
This article shows you the core competencies that effective team leaders have to start your team off on the right foot and keep them on track.
Maintain Strong Ethics
This competency is all about having high ethical and moral standards, and making sure your behavior and decisions are consistent with them. Your commitment to fairness and your values foster a safe and trusting environment for your employees where they can relax, therefore invoking the brain’s higher capacity for social engagement, innovation, creativity, and ambition.
When you communicate your expectations clearly, you ensure that everyone is on the same page. If you find yourself having a thug in your heart or that nagging sense of discomfort about a certain issue or concern, it is best that you reconnect with your core values. This will likely reveal what particular aspect is at odds with your principles, as you now have a clearer sense of what’s truly important to you to help guide you in your decision-making.
Create a Sense of Connection and Belonging
This happens when you communicate often and openly. Since we are social beings, we want to connect and feel a sense of belonging.
When you communicate with the right amount of frequency and in a manner that does not keep your employees blindsided, this creates a feeling of succeeding and falling together as a pack, leading to building a foundation for connection.
When there is a sense of connection, and when your employees feel they are cared for, it unleashes their full potential of higher functioning prefrontal cortex, which impacts their productivity and emotional well-being.
There are several ways to promote this sense of connection and belonging among your employees such as smiling at them, calling them by their name, remembering their interests and family members’ names, and so forth.
Make sure that they have your focused attention when you are speaking to them and vice versa. Set the tone for the whole team on what it looks like to have each other’s backs, and your employee will take your lead. Having a genuine interest in them, which starts by genuinely valuing them is your starting point for this.
Commitment to your employee’s training and growth will make them feel thankful and appreciated. In return, it will motivate them to reciprocate and express their gratitude and loyalty by performing beyond what is expected of them.
When employees are compelled by appreciation, the quality of work they produce is just vastly different—they are more likely driven to go the extra mile. There are enormous opportunities to improve your team’s performance whether for your team as a whole or for your employees’ individual needs with the end goal of helping them grow into a next-generation leader.
If you want the best from your employees, make sure that you always show that you go to bat for them by supporting their training and promotion, and even sponsor their important projects.
Vision holds your team together. It gives them a shared sense of purpose and a unifying direction. Without it, your employees will have a myopic view of specific measurable goals or their task completion—eliminating its meaning and context. It is crucial that they know what they are working toward. That being said, you, as the leader, should have a clear picture of how the future could be different, what direction your team should take to realize that vision, and set measurable goals and milestones along the way.
Remember, being an effective leader does not happen overnight—it takes practice and hard work. If you want the best from your team, develop these four into your work lifestyle and culture, and see its fruits immediately and in the long run.
With an eye for detail and attitude towards excellence, Edward Page has proven himself to be ThisWay Global’s guide in recruitment technology. As a Business Development head, he leads a team to keep on pushing the envelope when it comes to using technology for recruitment—a hiring process that focuses on diversity and less on the bias.
With a full grasp of ThisWay Global’s Match-ic technology, he’s willing to set foot in opportunities for the organization’s growth and development.