Set clear goals to achieve high performing teams
When you want to create a high performing team, you must realize that one of the most important steps is, to set clear goals for your people and make sure you get your team involved! Managers tend to set goals without involving their people, which often leads to frustration among team members. Why? Because often, the manager seems to set goals that are simply unrealistic and impossible. Additionally, team members are left confused by how to approach the goal and end up wasting too much time to develop a strategy by the manager’s deadline.
A good leader, however, understands that one of the top priorities in maintaining a happy and productive workplace is to ensure all the team members share a common goal. This leader creates objectives and key results with the team and helps each team member understand the role they play and how they can contribute toward achieving the goal. As a result, team members feel needed. They’re more likely to go above and beyond the call of duty because they feel as if they have ownership over the goal and the strategy to accomplish it.
In our previous blog about Leadership, we spoke about clear goal setting to achieve high performing teams. Another key behaviour to grow your team is being a supportive manager; a manager that is encouraging, helpful, and the first person the team can go to when they have questions or concerns.
Some managers behave more like a boss rather than a good leader. This is a missed opportunity as a boss is often feared in the workplace. The person no one wants to upset, for fear of the repercussions that may follow: being criticized in front of the entire office and having one’s mistakes dissected without any productive input.
When an employee should improve its performance, some bosses believe verbal lashings and power plays will get them the result they want. In reality, this can produce the opposite effect, lowering an employee’s self-esteem and increasing the likelihood that they’ll perform poorly again.
Great leaders, however, know how to support their team members. They are encouraging, helpful and look for ways to improve their team members. If they can identify learning gaps, they connect the employees in question with the right resources or training. In this way, you create a safe working place for people and you give them the space to make mistakes and learn from it.
As Talent Development Managers, we also focus on (team) coaching. Depending on the client needs we offer tailor made programs. In cooperation with our specialized partners we help you to grow your talent. Please feel free to contact us in case you need any support or advice.