Leading high performance teams is a difficult task. It’s made even more difficult by the fact that most people try to do it in an inhuman way. They rely on commands, threats, and punishment instead of trust, respect, and common goals. As a result, they get lacklustre results at best.
But there is another way. You can lead high performance teams with humanity. By treating your team members like human beings with feelings and needs, you create an environment where everyone feels comfortable contributing their best ideas. The result is a team that works together effortlessly to achieve common goals.
Human centred development starts with the premise that everyone has something to offer, and that everyone deserves the opportunity to contribute their best ideas. It’s a collaborative approach that puts the focus on the team rather than the individual. And it’s been shown to produce better results than traditional management techniques.
Here’s how to do it:
1. Communicate clearly and often
Your team members need to know what you expect from them and why it matters. They also need to understand the goals of the team and how their individual work fits into the bigger picture. Keep your communications clear, concise, and frequent to ensure that everyone is on the same page.
2. Encourage open communication
The best ideas come from collaboration and discussion. Encourage your team members to share their ideas openly, without fear of criticism. Engaging in a leadership training course can help you to create an environment for your team where it’s safe to experiment and fail. When team members feel comfortable sharing their ideas, they’ll be more likely to come up with creative solutions to problems.
Your team members are all unique individuals with their own skills, strengths, and weaknesses. It’s important to respect these differences and play to each person’s strengths. The best high performance team programs create a more comprehensive understanding of each team member that leads to more successful collaboration.
4. Encourage and reward creativity
Innovation is key to success in any field. Encourage your team members to be creative in their approach to work, and reward them when they come up with new and better ideas. This will foster a culture of innovation and creativity that will benefit the entire team.
5. Show appreciation
Your team members need to know that you appreciate their hard work. Showing appreciation is one of the most powerful motivators, so make sure to thank your team members often. A simple “thank you” can go a long way towards making someone feel valued and appreciated.
By taking a human centred approach to leadership, you can create high performance teams that are motivated, creative, and productive. This type of leadership skill development is important for helping leaders better understand their people. It enables leaders to create more effective plans and strategies. In treating your team members like human beings and respecting their individual differences, you’ll create an environment where everyone can do their best work. The result will be a team that’s more successful, productive, and cohesive.
If you want to learn more about human centred leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.
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Most of the discussions around leadership focus on what leaders can do to be more effective. While this is certainly important, it’s also crucial to understand what leaders can do to put people first. Some of the most effective leaders are those who make a point of putting their team members’ needs ahead of their own. They realise that their success depends on the collective success of their team, and they work hard to ensure that everyone has what they need to achieve results.
Building a Personal Connection with Teams
A personal connection between leaders and teams can have a number of benefits. When leaders take an interest in their team members and get to know them on a personal level, it makes them feel appreciated and valued. This can boost morale and increase productivity and engagement. A personal connection can also help build trust and strengthen relationships. When team members trust their leader, they are more likely to be open to new ideas and willing to take risks.
Taking a human centred approach to leadership focuses on building this connection so that leaders understand what drives and inspires their teams. When leaders have this knowledge, they are able to better implement change. Leaders who put their team’s needs first are also more likely to retain employees and decrease turnover.
If you want to be an effective leader, it’s important to put people first. Focus on building trust and strong relationships with your team. Take an interest in their lives and what motivates them. When you do this, you’ll create a more positive and productive work environment.
“People first leadership is about more than just putting employees’ needs ahead of your own – it’s about understanding how those needs fit into the bigger picture.”
The Impact of People First Leadership
People are integral to successful organisations because they are the ones who make things happen. Leaders may set goals and provide direction, but it’s the employees who put in the hard work to ensure those goals are met. In a high performance culture, each individual’s efforts contribute to the success of the organisation as a whole. This is why it’s so important for leaders to put their team’s needs first.
Equally, when organisations wish for their senior leaders to implement change, they have far greater success when those leaders are invested in driving the change. In order to do this, they must be equipped with a complete understanding of the direction being taken by the business. They must also understand why this change is taking place and how it will help to facilitate organisational growth.
This type of transformative leadership requires an appreciation for both the organisation’s goals and the team’s needs. People first leadership is about more than just putting employees’ needs ahead of your own – it’s about understanding how those needs fit into the bigger picture. Leadership training should, therefore, equip senior leaders with the skills they need to take a human centred approach to their work. This will enable them to create lasting change within their organisations.
Effective leadership is not just about what a leader can do themselves, it’s also about putting people first. When leaders focus on their team members’ needs and take an interest in them as individuals, it builds trust and strengthens relationships. This type of leadership can have a number of benefits for organisations, including increased productivity and morale, and decreased turnover. In order to create lasting change within an organisation, senior leaders must be practised in putting their people first. Leadership development training should equip them with this ability so that they can better understand their team’s needs and how they fit into the bigger picture.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
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Human-centred leadership is a style of leadership that focuses on the needs of the people being led. This type of values-based, authentic leadership, puts the people being led first. Traditional leadership styles, on the other hand, often focus on the needs of the leader or the organisation. This can lead to a top-down approach that doesn’t always consider the needs of those being led.
The Limitations of Traditional Leadership Styles
Traditional leadership styles often rely on power and control. They can be autocratic, and they often involve a lot of rules and regulations. This type of leadership can often be more concerned with the bottom line than with the people being led. This can lead to a work environment that is not always conducive to creativity and innovation.
Relying on traditional methods of leadership can often result in stagnation within a business or organisation. People first, adaptive leadership is needed to create and maintain strong relationships with your employees. Without it, you may experience a higher turnover rate and negatively impact employee satisfaction and productivity.
What is Human-Centred Leadership?
Human-centred leadership is about building relationships and trust, and it’s based on the belief that people are the most important asset in any organisation. This type of leadership style is about empowering people and giving them the resources, leadership skills training, and support they need to be successful.
“Human-centred leaders demonstrate empathy with their teams. They prioritise the needs of team members and create an environment where everyone can thrive.”
Developing leadership skills that address the needs of the team, rather than the desires of the leader, is essential to creating a successful and sustainable organisation. Human-centred leaders demonstrate empathy with their teams. They prioritise the needs of team members and create an environment where everyone can thrive.
The ability to empathise with others is an important skill for any leader. When you are able to put yourself in someone else’s shoes, you can better understand their point of view. You understand their feelings and emotions, and you can relate to them on a personal level. This can help you to connect on a deeper level to build stronger, trusting relationships with your employees and to create a more positive work environment.
Empathy is also essential for creating change. When you understand the needs and wants of your employees, you can create a vision that resonates with them. You can develop strategies that meet their needs, and you can implement policies that they will support. Leadership development training can help build trust among employees by creating an environment where everyone is heard and respected. When employees feel like they are part of the decision-making process, they are more likely to trust the leader. Leaders who are open to feedback and who are willing to listen to their employees are more likely to be successful.
If you want to learn more about human-centred leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.
High performance teams are a hot commodity in the business world today. But keeping them motivated and on track can be a challenge for even the most experienced managers. In order to keep your team at the top of their game, it is important to understand what motivates them and how to best work with their individual personalities. Luckily, there are many leadership assessment and profiling tools available that can help you do just that. By taking the time to understand your team members’ motivations and preferences, you can create an environment where they will thrive and produce their best work.
Set Clear Goals and Expectations
High performance teams need to know what they’re working towards. Make sure your team knows what the goals are and what success looks like. Leadership development programs can help leaders become more effective at setting expectations. Programs like these can help leaders learn how to create a clear vision for their team, and how to communicate the expectations to their team members. Leaders who complete such programs often find that they are better able to engage and motivate employees, leading to improved work performance overall.
Encourage and Reward Innovation
In order to stay ahead of the competition, organizations need to encourage innovation. One way to do this is to reward employees who come up with new ideas that improve work processes or create efficiencies. This could be done through a bonus system, or through recognition from senior leadership. Either way, it’s important to let your team know that you value innovation and creativity.
“Leaders who are able to effectively involve team members in decision-making often find that they are more engaged and motivated, leading to improved work performance.”
Invest in Training and Development
High performing teams need to be constantly learning and evolving. Leadership assessment tools can also be used to identify areas where team members need further development. Provide opportunities for your team members to attend leadership training courses, or to participate in development programs. By investing in your team’s growth, you’re showing that you value their work and their potential.
Include Teams in Decision Making
In order to maintain high performance, it’s important to include team members in the decision-making process. This will help them feel like they are a part of the team, and that their opinions matter. It will also give them a sense of ownership over the work that they’re doing, which is integral as part of developing leadership skills training. Leaders who are able to effectively involve team members in decision-making often find that they are more engaged and motivated, leading to improved work performance.
If you want your team to be successful, invest in getting to know them on a personal level so that you can figure out how best to motivate them. The best leadership assessment tools will help you do just that. Use what you learn to create an environment where your team can thrive, and watch as their performance improves.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
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Assessing the dynamics within high performance teams because it can provide valuable insights into how the team functions and identify areas where the team may need to improve. The composition of a team can be influenced by many factors, including the skills and abilities of its individual members, the task they are working on, and the dynamics between them. If team leaders understand how these factors interact, they can create an environment where everyone can work together effectively. This is essential for high performing teams, as a cohesive and cooperative working environment is key to success.
Team Size
A team’s size can influence how well it functions. A smaller team may be more cohesive and able to communicate more effectively, while a larger team may be more diverse and have more resources. There are certainly advantages to both, and team size will often be dependent upon the needs of the project or organisation. What is important to remember is that no matter how many team members there are, they must all be able to perform cohesively.
When it comes to improving team cohesion, assessment and profiling tools can be incredibly valuable. By understanding the individual personalities and preferences of team members, it is possible to create an environment where everyone can work together more effectively. This can be done by matching team members with complementary skills, or by creating tasks that play to each person’s strengths. With a better understanding of how each individual operates, teams can be more effective at addressing conflict and resolving disagreements.
Team Composition
The composition of a team can also influence its dynamics. A team with a mix of personalities, skills and perspectives is often more effective than a team of similar individuals. This is because different people bring different ideas and approaches to the table, which can lead to more creativity and innovation. Of course, team composition is not always easy to control, but it is important to keep in mind when forming a team.
A high performance culture is one in which team members are able to work together effectively to achieve common goals. And while there are many factors that contribute to a high performance culture, balanced team composition is certainly one of them. When teams are composed of individuals with different backgrounds and skill sets, they are better equipped to handle challenges and take advantage of opportunities.
“A team with a mix of personalities, skills and perspectives is often more effective than a team of similar individuals.”
Team Roles
Each member of a team will usually have specific roles and responsibilities. These roles can influence the team’s dynamics, as they determine how tasks are completed and who has decision-making power. It is important that team roles are clearly defined from the outset, so that everyone knows what is expected of them. Well defined team roles can help to avoid conflict and ensure that the team runs smoothly.
The best leadership assessment tools will be able to provide insight into the types of roles an individual may be suited to. This is useful when forming a team, as it can help to ensure that everyone is in a role that plays to their strengths. It is also important to remember that team roles can change over time, as people’s skills and interests evolve. By regularly assessing team members, it is possible to identify when someone may be ready for a new challenge.
Leadership Style
The leadership style of a team’s leader can have a big impact on team dynamics. A leader who is dictatorial and does not allow for input from other team members is likely to create a tense and unproductive environment. On the other hand, a leader who is too hands-off and does not provide clear direction is likely to cause confusion and frustration. The best leaders are able to strike a balance between these two extremes, and find a leadership style that works for their team.
Developing leadership skills training can help leaders to understand and utilise their leadership style more effectively. By learning more about their own strengths and weaknesses, leaders can become more aware of how they are perceived by their team. This can help them to adjust their leadership style as needed, in order to create a more productive and positive work environment.
Team dynamics are influenced by a variety of factors, including team composition, team roles, and leadership style. It is possible to create a more cohesive team by using assessment tools to understand individual personalities and preferences, and through leadership workshops, applying strategies that enhance their greatest strengths. In order to achieve high performance results, it is important to have a balanced team that can work together effectively.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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A trusting culture begins with strong leadership. Leaders must be willing to set an example by being transparent and honest with their team, and must be dedicated to building trust through their actions. Trust cannot be forced; it must be earned over time through consistent behaviour. One of the advantages of executive coaching is that it can help leaders learn how to build trust within their teams. When team members know they can trust their leader, they are more likely to trust one another as well. This creates a positive feedback loop in which trust breeds more trust, leading to a more productive and cohesive team.
Factors of Trust
When measuring the levels of trust within your team, there are a number of vital factors to consider.
Consistency: A leader who is inconsistent in their behaviour will quickly lose the trust of their team. Team members need to be able to count on the leader to act in a certain way, and to be reliable.
Respect: When team members feel that they are respected by their leader, they are more likely to trust them. Leaders must be careful not to cross boundaries or mistreat their team members, as this will quickly erode trust.
Communication: Leaders must be willing to communicate openly and honestly with their team, and ensure that everyone has a voice. This includes sharing both positive and negative news equally, and being transparent about the company’s goals and objectives. Team members who feel like they are kept in the dark will not trust their leaders.
Vulnerability: Leaders must be willing to show their team that they are human and make mistakes. This vulnerability will breed respect and trust from the team. Leaders who try to appear perfect all the time will only appear fake and untrustworthy.
“Leaders who are accountable to their team will earn their trust, while leaders who shirk their responsibilities will quickly lose the trust of their team.”
How to Create a Trust Based Culture within Your Team
Accountability
Accountability is key to building trust within a team. Leaders who are accountable to their team will earn their trust, while leaders who shirk their responsibilities will quickly lose the trust of their team. Senior leadership teams training should include a focus on accountability in order to create a trust based culture.
Honesty
Executive coaching can help leaders to be more open and honest with their team members, which will encourage trust within the team. Through engaging in leadership coaching, leaders become more self-aware, and to understand how their words and actions affect others. This increased awareness can allow leaders to be more transparent and honest with their team, which will create a more trusting environment.
Collaboration
When team members are able to work together collaboratively, they build trust in one another. By sharing their ideas and working together towards a common goal, team members learn to rely on one another. It is important when developing leadership skills training for your team that you ensure that effort is made to promote effective collaboration.
Building trust within your team can be a challenge, but it is vital for the success of the team. A trust based culture will breed respect, communication, and collaboration, and will lead to a more productive and cohesive team. With the right leadership development, you can create a trust based culture within your team.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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High performance teams are those that achieve extraordinary results. They are able to consistently outperform their peers and competitors. While there is no single formula for creating a high performance team, there are certain characteristics that are common among them. In this article, we will explore some of the key features of high performance teams and offer tips for developing leadership capabilities within your organisation.
Shared vision is important for high performance team development because it allows everyone to be on the same page. When everyone is working towards the same goal, it makes it easier to achieve success. Additionally, a shared vision can help develop leadership capabilities within an organisation. By working towards a common goal, individuals can learn how to lead and motivate others.
2. Defined Roles and Responsibilities
It’s important that everyone on the team knows their role and what is expected of them. Senior leadership development can create role clarity within an organisation, which can make it easier for teams to achieve success. When everyone knows their role and what is expected of them, it makes it easier for them to work together towards a common goal. This can help to improve productivity and teamwork.
“Senior leadership development can create role clarity within an organisation, which can make it easier for teams to achieve success.”
3. Open Communication
There should be open lines of communication between all members of the team. This way, everyone is aware of what is happening and can offer their input when needed. Open communication can help to improve teamwork and make it easier for the team to resolve conflicts.
4. A Focus on Results
A high performance team is focused on achieving results. This means that they are constantly working to improve their processes and procedures in order to be more efficient and effective. Additionally, a results-focused team is always looking for ways to improve their performance. This can help to create a culture of excellence within an organisation.
5. A Positive Attitude
One of the advantages of high performance team programs is they often contribute to creating a positive organisational culture. When employees are positive and motivated, they are more likely to work hard and be productive. A positive culture can help to improve teamwork and make it easier for teams to resolve conflicts.
If you spot these signs, then you’re likely dealing with a high performance team. High performance team programs can be useful as part of your organisation’s development strategy. These teams are essential to any organisation and can provide a number of benefits. If you want to give your business a competitive edge, make sure you have a high performance team in place.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
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The Leadership Strategies that High Performance Teams Use
High performance teams are a vital part of any organization. They are the ones who set the tone, achieve the goals, and make things happen. And while many people think that being in a high performance team is all about individual talent, it’s actually about something else entirely.
What makes a high performance team? It’s not just individual talent, but rather a combination of factors that work together to create an environment where everyone can thrive. One of the most important aspects of this is having a strong leader who can set the vision and guide the team to success.
Leadership development is essential for any high performance team. Without strong leadership, a team will quickly fall apart. A good leader knows how to motivate and inspire their team members to do their best work. They also know how to set clear goals and provide direction when things get tough. If a team doesn’t have a strong leader, they will quickly fall apart. To do this, they also need strong leadership. Great leaders help to create an environment where everyone can thrive and achieve their goals.
Here are five leadership strategies that high performance teams use:
Establish High Levels of Trust
Trust is essential for any high performance team. Without it, team members will be hesitant to take risks and will be less likely to collaborate. The best high performance team programs will help to establish trust among team members. This can be done through team building exercises, trust-building activities, and by providing a safe environment where team members can share their ideas.
When team members trust each other, they are more likely to take risks and collaborate. They also feel more comfortable discussing problems and solutions. This helps to build a strong team dynamic, and allows the team to work more effectively together. Establishing trust is essential for any high performance team. Creating an environment where trust can flourish is vital to high performance team development.
Encourage Diversity
Diversity is another key factor in high performance culture and teams. When team members come from different backgrounds and have different experiences, they are able to contribute more ideas and solutions. This helps the team to be more innovative and creative. Additionally, diversity can help to reduce conflict and create a more positive team dynamic.
When teams are made up of different people, it can be difficult for them to agree on everything. However, this can also be a strength. By having different viewpoints, the team can come up with more innovative solutions. Additionally, when team members disagree it can actually lead to a more productive discussion. This is because everyone is taking part in the debate and is willing to listen to each other’s viewpoints. Diversity is essential for any high performance team as it allows them to be more innovative and creative.
“When team members come from different backgrounds and have different experiences, they are able to contribute more ideas and solutions.”
Set Clear Goals
It’s important for leaders to set clear goals for their teams. When everyone knows what they are working towards, they are able to focus their efforts and achieve better results. A good leader will help to keep the team focused on their goals and will provide direction when things get tough.
Clear goals also help to motivate team members. When they know what they are working towards, they are more likely to put in the extra effort needed to achieve success. Having clear goals gives the team something to strive for and helps them stay motivated during difficult times. Leaders who set clear goals are essential for any high performance team. They help the team stay focused on their goals and provide direction when things get tough.
Encourage Experimentation and Innovation
High performing teams are always looking for ways to improve their performance. This means that they are willing to experiment with new ideas and methods in order to find solutions that work best for them. A good leader will encourage their team to experiment and be open to new ideas. They will also provide the resources and support needed for experimentation.
Encouraging experimentation helps the team to find new and innovative ways to improve their performance. It also allows them to take risks and try new things. When team members feel like they are able to experiment and be creative, they are more likely to be engaged and motivated. Leaders who encourage experimentation and innovation are essential for any high performance team. They help the team find new ways to improve their performance and take risks.
Provide Support and Resources
A good leader will provide their team with the support and resources they need to be successful. This includes things like training, development opportunities, and access to information. Additionally, a good leader will provide emotional support to their team members. They will be there for them during tough times and will help them to overcome challenges.
When team members feel supported by their leader, they are more likely to be engaged and motivated. They also feel more confident and are more likely to take risks. Leaders who provide the necessary resources help the team to be successful and feel supported during tough times.
The strategies that high performance teams use are essential for their success. Leaders who set clear goals, encourage diversity, and encourage experimentation are essential for any high performance team. These strategies help the team to be more innovative, creative, and engaged. A developing leadership skills course can help leaders to leverage their talents to ensure their teams are supported and motivated. If you want your team to be successful, use these strategies to help them reach their full potential.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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Leadership is a critical factor in team performance. A good leader can motivate and engage team members, resulting in high productivity and success. However, many teams struggle with poor leadership, which can lead to low morale, disengagement, and even failure. In order to be successful, teams need effective leadership that can provide guidance and support while also empowering team members to take ownership of their work.
Engaging in leadership training can help you to become a more effective leader. By developing your leadership skills, you can learn how to better motivate and inspire your team. You can also learn how to better handle conflict and solve problems. Ultimately, leadership development can help you to become a more well-rounded and successful leader.
Encourage Personal & Professional Growth
Encouraging personal and professional growth is an important part of being a successful leader. Leaders should strive to create a positive, supportive environment in which team members feel free to take risks and grow their skills. One way to do this is by providing opportunities for learning and development. Providing developing leadership skills training, mentorship opportunities, and other resources help team members grow as professionals. In addition, leaders should be encouraging and supportive of personal growth as well. Team members should feel free to explore their interests and passions, and leaders should provide guidance and support as needed. By encouraging personal and professional growth, leaders can help team members reach their full potential and contribute to the success of the team.
Communicate Effectively
The ability to communicate effectively is essential for building strong relationships and creating a productive work environment. When team members are able to communicate openly and honestly with each other, it leads to greater collaboration and performance. Effective communication helps team members resolve conflicts and misunderstandings quickly, which minimizes distractions and allows them to focus on their work.
Leadership development training can help improve communication in several ways. This includes understanding the best way to deliver information, listening actively, and using positive communication techniques. Leaders can also learn how to resolve conflicts and handle difficult conversations. By learning these skills, leaders can create a more productive and positive work environment in which team members feel free to communicate openly and honestly. In addition, a leadership development program can help team members learn how to better communicate with each other. This includes understanding different communication styles, resolving conflicts, and effective problem-solving. By improving communication within the team, leaders can help the team work more collaboratively and achieve greater success.
“When leaders understand their core values and act in accordance with them, it builds trust among team members.”
Act with Integrity
One of the most important aspects of being a successful leader is acting with integrity. Leaders should always behave in a way that is honest and ethical, and they should be role models for integrity and honesty. The best leadership training courses help participants understand their core values and how to act in accordance with them.
When leaders understand their core values and act in accordance with them, it builds trust among team members. In addition, it sends a message that the leader values honesty and integrity, which can inspire team members to act with integrity as well. By acting with integrity, leaders can create a culture of trust and respect within the team that leads to greater productivity and success.
Successful leadership is about more than just giving orders and expecting team members to follow. It’s about creating a positive, supportive environment in which team members feel free to take risks and grow their skills. Undergoing leadership development can help hone your skills so that you’re able to better lead others. It can also give you a better understanding of what it takes to be an effective leader. Leaders should strive to communicate effectively and lead by example, acting with integrity at all times. By following these tips, leaders can help teams achieve greater success.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
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Why Leadership Training is Essential for High Performance
Poor performance in teams can have a negative impact on the individual members of the team, as well as the organisation as a whole. When team members are not performing up to standard, it can lead to frustration and tension among the group. This can impact productivity and lead to missed deadlines or low-quality work. In addition, a team that is not performing well can hurt the company’s reputation and make it difficult to attract new talent.
One of the best ways to ensure high performance in a team is to provide leadership development training for all of its members. This type of training can help individuals learn the best way to lead a team and how to handle difficult situations. It can also help team members understand their own strengths and weaknesses, and how they can best contribute to the team. In addition, leadership training can help team members develop better communication skills and learn how to work more effectively together. The best leadership training courses can help ensure that the team functions at its best and achieves its goals.
Increasing Productivity
When it comes to team productivity, leadership training is essential. By providing leadership training for all members of the team, you can help ensure that the team functions at its best and achieves its goals. Leadership development can help team members learn better communication skills and how to work more effectively together. This can lead to a more productive team that is less likely to experience tension and frustration. One of the advantages of leadership training is that it can often help team members learn how to handle difficult situations and make better decisions. All of these skills can help increase productivity in the team.
Improve Organisational Culture
When a team is able to achieve high levels of performance, it can have a positive impact on the overall organisational culture. A high performing team can set the tone for the rest of the organisation and show other employees what is possible. In addition, a team that is able to achieve success can make employees feel more engaged and motivated. They may be more likely to take pride in their work and be more committed to the company’s success.
A high performing team can also help attract new talent to the organisation. Talented individuals may want to work in an environment where they can be part of a successful team. And when employees leave an organisation, a high performing team can be a major selling point to potential new hires.
“A high performing team can set the tone for the rest of the organisation and show other employees what is possible.”
Reduces Burnout
Organisations with a leadership development program in place are less likely to experience employee burnout. When employees are given the opportunity to develop their skills and grow professionally, they are less likely to feel overwhelmed or overworked. Leadership development programs provide employees with the training and resources they need to succeed.
Development opportunities help employees feel more connected to their work and gives them a sense of purpose. They may be more likely to take pride in their work and be more committed to the company’s success. When employees feel supported and appreciated, productivity and performance increases.
High performing teams are essential for a successful organisation. By providing leadership training for all members of the team, you can help ensure that the team functions at its best and achieves its goals. Developing leadership skills training can help team members learn better communication skills and how to work more effectively together. This can lead to a more productive team that is less likely to experience tension and frustration. In addition, leadership training can help team members learn how to handle difficult situations and make better decisions. All of these skills can help increase productivity in the team.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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Senior executive coaching is needed in high performance teams because it helps individuals and the team as a whole achieve their goals. Executive coaching can help individuals learn new skills, develop strategies, and improve their performance. Coaching can also help teams stay focused on their goals and work together effectively. Executive coaching can be a valuable tool for high performance teams to reach their potential and achieve success.
Understanding Core Values
When it comes to high performance team development, having a set of core values can be incredibly beneficial. These values help guide team members and keep them on track while they work together. When everyone on the team shares the same core values, it creates a sense of unity and purpose. This can be extremely helpful in achieving success as a team.
It’s important for team members to understand and embrace the core values of the team. This way, they will be more likely to act in accordance with them and work towards the team’s goals. If there is a conflict between an individual’s personal values and the team’s core values, it can create tension and hinder progress.
Ultimately, it is up to the team leader to ensure that everyone is aware of the team’s core values and that they are acting in accordance with them. By doing so, the team can stay focused and achieve their goals.
Leverage and Elevate Existing Strengths
When it comes to high performance teams, it’s important for everyone to be able to contribute their skills and strengths. This way, the team can work together effectively and reach their goals.
In order to leverage these skills and strengths, the team leader should take the time to understand each individual member’s strengths. This can be done through interviews, senior leadership development, or assessments. Once the team leader has this information, they can begin to put it to use.
For example, if one team member is good at coming up with ideas, the team leader can assign them projects that require creativity. Or, if another team member is good at organizing and planning, they can be put in charge of tasks that need to be completed efficiently.
By developing leadership skills and leveraging the team’s existing strengths, the team can work together more effectively and achieve more success.
“Developing leadership skills and leveraging the team’s existing strengths, the team can work together more effectively and achieve more success.”
Build More Productive Relationships
Leaders sometimes build relationships with people who are only like themselves rather than expand their social circle. This can limit their effectiveness. Leadership coaching helps you see the tendency in yourself and provides strategies to work against it, including making you more aware of your own assumptions about people who don’t share similarities with you. Furthermore, they give guidance on how to establish strong working relationships with a wider variety of individuals.
In order to build more productive relationships, team leaders need to be aware of their own biases and assumptions. They should also take the time to get to know people who are different from them. By doing so, they can learn new things and expand their perspective.
Building more productive relationships can be beneficial for the team as a whole. High performance team development requires team members to work together effectively. If team members have strong relationships with each other, they will be more likely to cooperate and achieve success.
Foster a Growth Mindset
A growth mindset is the belief that abilities and intelligence can be developed. People with a growth mindset see failure as an opportunity to learn and grow. They understand that effort leads to success, and they are always looking for ways to improve.
A coach can help individuals foster a growth mindset by providing guidance and support. They can also help people understand how to overcome challenges and setbacks.
Fostering a growth mindset is beneficial for high performance teams because it helps team members see failure as an opportunity to learn. It also helps them understand that effort leads to success. By fostering a growth mindset, the team can achieve more success.
High performance teams need coaching in order to achieve success. An executive coaching program can help team members understand and embrace the team’s core values, leverage and elevate existing strengths, build more productive relationships, and foster a growth mindset. By doing so, the team can stay focused and achieve their goals.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
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The Benefits of High Performance Coaching for Teams
Senior leadership coaching can provide many benefits for teams. It can help them to develop a shared vision and objectives, identify areas where they need to improve, and create an action plan to address those areas. Additionally, senior leadership coaching can help team members to build trust and communication, strengthen relationships, and learn new skills. Ultimately, executive coaching can help teams to achieve their full potential and be more successful.
Enhance Program Learnings
Executive coaching provides a safe space for executives and senior managers to explore their own limitations while learning how they can improve. Executive coaches challenge them by getting involved in ongoing leadership development programs, which will help the employee accept feedback so that both parties are more open-minded about accepting change or new ideas from each other as well outside sources such as colleagues within your team. The journey towards self discovery begins with understanding who you really are without any obstructions. This is what having a leadership development plan does; it allows you to focus on the areas where you need to grow without any distractions. It also gives you an opportunity to get new perspectives about your leadership style and how it affects your team’s performance.
Action-Oriented Feedback
Leadership coaching is not consultation; it is a partnership between the client and the coach. The role of executive coaching is to provide an objective, outside perspective and help the executive take action to improve his or her leadership skills. This type of coaching is different from other types of coaching, such as sports coaching or life coaching, because it is specifically focused on improving leadership skills. This coaching helps executives and professionals throughout organisational changes. It ensures the effective implementation of that change, allowing them to own their actions and roles in order for teams to be successful at implementing imposed new ones effectively.
Improved Organisational Performance
One of the ultimate goals of executive coaching is to help organisations improve their performance. This can be accomplished by developing the leadership skills training that involves the executives and senior managers within the organisation. When these leaders are able to effectively lead their teams, the organisation as a whole will be more successful. Additionally, executive coaching can help to create a high performance culture within an organisation.
“When employees feel that their leaders are invested in their development and growth, they are more likely to be engaged in their work.”
Improved Employee Engagement
Another of the advantages of leadership training and development coaching is that it can improve employee engagement. When employees feel that their leaders are invested in their development and growth, they are more likely to be engaged in their work. When leaders receive coaching, they are better able to model the behaviours that lead to high levels of employee engagement, such as effective communication, delegation, and conflict resolution.
Reduced Employee Turnover
Leaders who receive coaching learn how to create a work environment that is conducive to retention, such as providing high performance team development opportunities and offering regular feedback. When employees feel supported and valued by their leaders, they are less likely to leave the organisation.
Executive coaching provides many benefits for teams and organisations. Coaching can help individuals learn new skills, enhance program learnings, take action-oriented feedback, improve organisational performance, improve employee engagement, and reduce employee turnover. Executive coaching is an effective way to develop leadership skills and improve the performance of teams and organisations.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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Creating and Sustaining Psychological Safety in High Performing Teams
High performing teams need psychological safety. This means that team members believe it is safe to take interpersonal risks without fear of negative consequences such as criticism, punishments, being ignored or laughed at. When people feel accepted and respected, they bring their best selves to work. They are more likely to take risks, share new ideas, and give constructive feedback.
Creating psychological safety starts with the team leader. Leaders need to set the tone and make it clear that everyone is valued and respected. They should encourage open communication and discourage blamed-based thinking.
Sustaining psychological safety requires ongoing effort from everyone on the team. It takes time and patience to build trust and create an environment where people feel comfortable taking risks. But it is worth the effort, because high performing teams are able to achieve amazing things.
The Difference Between Psychological Safety and Trust
There is a key difference between psychological safety and trust. Psychological safety means that team members feel safe to take risks without fear of negative consequences. Trust means that team members are willing to cooperate and work together towards a common goal.
Trust is essential for any team to function effectively. Team members need to be able to rely on each other, and they need to trust that everyone is working towards the same goal. It is about how individuals treat and interact with one another.
Psychological safety is a shared belief and team norm that all team members adhere to. It allows team members to take risks and share new ideas, which can lead to innovation and creativity. Everyone in the group feels secure enough to participate.
Creating Psychological Safety In High Performance Teams
Creating psychological safety in high performance teams can be a challenge. However, there are a few things that team leaders can do to set the tone and encourage open communication.
1. Leaders need to set the example and be role models for healthy behavior. They should create a safe environment where taking calculated risks and voicing new ideas is encouraged.
2. Leaders should avoid blame-based thinking and engage in difficult conversations. When team members are able to communicate openly, they are able to resolve conflicts quickly and efficiently.
It is essential for team members to feel safe to take risks and share new ideas. Understanding the importance of cultivating a psychologically safe environment is an important factor in ongoing leadership development. When team members feel valued and respected, they are more likely to bring their best selves to work and contribute to the success of the team.
“Understanding the importance of cultivating a psychologically safe environment is an important factor in ongoing leadership development.”
Sustaining Psychological Safety In High Performance Teams
Encourage Risk-Taking
Allowing teams to make calculated risks is essential for their success. Risks can lead to innovation and creativity, which are essential for high performance teams. When team members feel safe to take risks, they are more likely to share new ideas and contribute to the team’s success. However, risks need to be calculated in order to avoid unnecessary mistakes.
Team leaders should encourage their team members to take risks, but also remind them that mistakes are part of the learning process. By taking risks and learning from their mistakes, team members can continue to improve their performance.
Tolerating Mistakes
When someone makes a mistake, it can be easy to get angry or criticize them. However, this can actually discourage people from taking risks and sharing new ideas. It can also damage relationships and hinder team progress.
A better approach is to focus on the mistake itself, not the person who made it. Ask what can be learned from the mistake and how you can prevent it from happening again. This is an integral part of high performance team programs. When mistakes are treated as learning opportunities, you create stronger teams and help them in developing leadership capabilities that will make them successful both now and in the future.
For high performing team development to be successful, participants need to feel safe in order to cooperate and work together effectively. Creating psychological safety is essential for building an effective high performance culture. Leaders should set the tone and example for healthy behavior, avoid blame-based thinking, and encourage open communication. When team members are able to communicate openly, they can resolve conflicts quickly and efficiently. Sustaining a psychologically safe environment is important for high performance teams so that they can continue to take risks, learn from their mistakes, and improve their overall performance.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
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High performance teams are characterised by a number of distinct features. These teams are typically highly cohesive, with members working closely together towards common goals. They also tend to have high levels of communication and collaboration, as well as a strong sense of collective identity. In addition, high performance teams typically exhibit a high degree of adaptability, able to rapidly change course in response to new information or challenges. These teams consistently meet or exceed expectations.
While there is no single formula for building a high performance team, there are a number of characteristics that these teams typically share. By understanding and cultivating these features, you can create an environment that is more conducive to high levels of team performance.
Prioritise Communication
One of the key characteristics of high performance teams is communication. This means that team members are able to effectively share information and collaborate towards common goals. In order to facilitate this, it is important to prioritise communication within the team.
Some ways to do this include:
Making sure that everyone has an opportunity to share their ideas, and that no one is shy about speaking up
Encouraging open discussion and debate, so that everyone can understand different points of view
Creating a culture of trust, where team members feel comfortable sharing information and asking for help
Establishing rules or norms for communication, such as using clear and concise language, avoiding distractions, or taking turns speaking
The best high performance team programs are effective because of the emphasis placed on communication to make them successful. By prioritising communication, you can create a team environment that is conducive to high performance.
Understand Emotional Intelligence
One of the key factors that separates high performance teams from the rest is emotional intelligence. Emotional intelligence refers to a person’s ability to recognise and understand their own emotions, as well as the emotions of others. It is this ability to manage emotions that allows high performance teams to thrive.
Some ways in which emotional intelligence can benefit a team include:
Improved communication: When team members are able to recognise and understand their own emotions, as well as the emotions of others, they are better able to communicate effectively. This can lead to improved understanding and cooperation within the team.
Reduced conflict: Emotional intelligence can help team members to manage conflict effectively. When everyone understands and recognises their own emotions, as well as the emotions of others, it reduces the chance for conflict to arise.
Better decision making: High emotional intelligence can also lead to better decision making. When team members are able to control their emotions, they are less likely to be swayed by them when making decisions. This can lead to more rational and effective decisions.
Managing emotions is one of the key factors that contribute to high performance team development.
” It is important to be realistic in setting your goals, and to make sure that everyone on the team is on board with the plan.”
Have a Development Plan
In order to create a high performance team, it is important to understand where your team is currently and where you want them to be. This means setting clear goals and objectives for the team, and developing a plan to help them reach those goals.
The first step is to assess the current state of the team. This includes looking at factors such as communication, cooperation, and productivity. Once you have a good understanding of where the team is currently, you can begin developing a plan to help them reach their goals.
Your plan should include both short-term and long-term goals, as well as specific steps that the team can take to achieve those goals. This can include providing additional resources, support, and leadership training. It is important to be realistic in setting your goals, and to make sure that everyone on the team is on board with the plan.
By having a clear development plan in place, you can help your team reach their full potential and perform at their best.
Value Regular Feedback
Feedback is a crucial part of developing leadership skills training. It is through feedback that team members are able to understand how they are performing and identify areas for improvement.
When providing feedback, it is important to be clear, concise, and specific. It is also important to be objective and avoid personal biases. Feedback should be given regularly, and should cover both positive and negative aspects of the team’s performance.
You can assist team members by providing consistent feedback and revealing areas for improvement. Executive leadership courses can be a useful tool for tracking performance over time while providing participants with the skills needed to make those necessary improvements. This can help them to reach their full potential and perform at their best.
High Levels of Respect Between Leaders and Team Members
High levels of trust and respect are essential for any high performance team. When team members trust and respect one another, they are more likely to cooperate and communicate effectively.
Trust is built through mutual respect and positive interactions. It is not something that can be forced or faked. Team members must be willing to trust each other, and must be open and honest with one another.
Respect is earned through actions, not words. It is based on the understanding that every team member is valuable and contributes something unique to the team. Respect must be mutual in order to be effective.
When leaders and team members have high levels of trust and respect for each other, the team will be more successful. The relationships within the team will be stronger, and communication will flow more smoothly. Trust and respect are key ingredients for a high performance team.
High emotional intelligence, a development plan, regular feedback, and high levels of trust and respect are all essential ingredients for a high performance team. When team members have these qualities, they are more likely to cooperate and communicate effectively. These are just some of the advantages of leadership training. By developing a clear plan, you can help your team perform at their best by encouraging them to reach their full potential.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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The nature of our work has changed substantially from bygone days, particularly in the last two-plus years. Technological advances have further accelerated change. This means that work today is done quite differently than it was even a decade ago, let alone a century or more in the past. How we work has changed and continues to do so at an ever-increasing pace. This raises important questions: What does work mean in today’s world? How has the concept of work changed and what challenges does this present for an organization it’s and employees?
The Lone Wolf Never Wins
Although history has celebrated the lone-wolf entrepreneur, building high-performing teams far outweighs the solo game in modern organisational success. As digitalisation has changed the workplace and influenced many industries, building highly efficient teams is essential.
Too Many Teams Don’t Live Up to Their Potential
The experiences we have all had as a team member has no doubt varied widely. At some point in our lives, most of us have worked in a less than desirable team environment where toxic behaviours are the norm. In contrast, joining a high performance team can be rewarding and motivating for team members. Development of high-performance teams through training becomes an essential capability for organisations both small and large. Equally, developing the type of team leader who truly understand what it takes to build high-performing team members that consistently demonstrate outstanding results is paramount. One productive team will always achieve more than an average team. The added benefit of developing teams is that employee development occurs at the same time. Skill gaps are addressed concurrently through focused training and feedback.
Smart Versus Healthy
Many researchers and authors have written about and contrasted performance (or being smart) and organisational health. Partick Lencioni, for example, describes health as when an organisation’s management, operations, strategy, and culture fit together and make sense. Further, any organisation or team that wants to maximise its success must come to embody two basic qualities: it must be smart, and it must be healthy.
However, the focus for most teams is to be smart. Lencioni summarised it well in his book, The Advantage when he said:
“Smart teams are good at those classic fundamentals of business, but being smart is only half the equation, yet somehow occupies almost all the time, energy, and attention of most leaders. The other half of the equation, the one that is largely neglected, is about being healthy.”
– Patrick Lencioni, The Advantage
Successful organisations of tomorrow will be those that can create and sustain high-performing teams. So, what are the key elements of a high-performing team? We break them into two areas: (1) the Foundations and (2) the Seven Elements to build high-performance teams.
The Foundations
In our work with teams, we begin with a rigorous assessment of the foundations and the required key characteristics then turn to the seven critical areas that have been demonstrated to drive teamwork and team performance. While there is some overlap, we find that having an in-depth understanding of the foundational conditions and the seven drivers of high-performance creates a deep understanding of the team and therefore the development focus.
The six conditions of team effectiveness is based on the data science of Harvard scholar-practitioners Drs. Richard Hackman and Ruth Wageman who studied over 1,000 teams and includes:
Being a Real Team (not in name only);
Having the Right People on the team (complementary to each other);
Compelling Purpose (knowing why they exist);
Having a Sound Structure (e.g. the right team size);
Creating a Supportive Context and
Having effective Team Coaching readily available and being goal-orientated.
Seven Elements of High-Performing Teams (model below)
Healthy teams:
Know where they’re heading and how to get there;
Lives the values (behaviours are aligned);
Have high levels of trust and can engage in real dialogue (effective communication);
Coach and develop each other (and others around them);
Engage in constructive collaboration;
Have strong capability to innovate in service of their goals; and
Outperform expectations by delivering critical business imperatives.
This article will focus on the seven critical elements that drive high performance and health in teams.
1. Shared Sense of Purpose and Direction
High-performing teams have a clear direction, aligned mission and know their measures of success.
Myth: The team’s purpose is the same as the organisation’s purpose.
A team’s mission (or purpose) should never be the same as the organisation’s, yet many teams frame their reason-for-being in this way. A team’s purpose must be an enabling force to achieve the strategy rather than the strategy itself. This is a key difference. The team’s purpose must support the organisation and its employees, not the other way around. A useful way to formulate a team’s mission is to ask ‘What would be missing if we (the team) weren’t here?’
A high performing team requires a clear sense of direction and common goals. If it is the top team, then this may include the overall vision for the company. If, on the other hand, the team is responsible for a business unit, division or site, then the vision and direction would pertain to it at that level. This might sound obvious, but it’s often overlooked. Purposeful teams also celebrate success.
In our consulting, we always ask the following question of teams, ‘Which is your first team?’. This question is always met with puzzled looks and a myriad of responses. The correct answer is ‘this one‘, not the team they manage (or their functional team). If a team is to truly lead the organisation (or division or business unit, etc.), then it needs to be the team they are a part of, not the team they lead. Leaders must therefore be able to understand and separate the different approaches required in leading their functional areas versus the role and function of the leadership team. A common business goal, and being goal-orientated, must be agreed upon with such clarity that there is zero chance of misunderstanding.
2. Live the Values
High-performing teams have a clear set of values and behaviours which are agreed to, referenced and lived.
Myth: The organisation’s values can serve as a team’s values.
Virtually every team we work with – at least initially – believes that because there are organisational values they need team values. Team values and norms of behaviour become the ‘normal way of behaving’ by providing clear behavioural anchors regarding what is okay and what is not. Values are the beliefs that guide our behaviour, while norms are the expectations of each other’s behaviour.
Team norms should be focused and specific to the present day and what will be important in the next 12 months. Organisational values on the hand, aim to guide the entire organisation in a more general sense. Values and norms can change over time as the team evolves and as the members of the team change and usually reflects the results of the DiagnosticConnect feedback methodology.
Formulating an agreed set of values and behaviours makes it much more likely that the team is aligned and pushing together rather than against each other. This creates a sense of trust and mutual respect within the team, and enhances teamwork which is essential for effective collaboration. Everyone doesn’t need to share the same values but must be constructive and aligned in serving the team’s purpose.
3. Trust and Real Dialogue
High-performance teams trust each other, accept different views and engage in constructive, robust dialogue.
Myth: We don’t experience major ‘blow-ups’ or conflict because we have high trust.
Teams often attribute a ‘lack of conflict’ to high levels of trust, whereas it’s usually the exact opposite. Issues and challenges, including between team members, are usually suppressed and simply not addressed or at least not addressed fully. A lack of conflict is usually a symptom of a lack of trust and therefore candour. High-performing teams have the confidence and capability to communicate effectively by engaging in robust discussions without making it personal.
Trust is essential to feel connected, enabling team members to share ideas and information openly and provide feedback early and often. Without trust, team members will be reluctant to demonstrate vulnerability and engage openly, stifling communication, creativity and innovation. To use Brené Brown’s definition (TLS is certified by Brené Brown to deliver the Dare to Lead™ program), vulnerability is the emotion we experience during times of uncertainty, risk or emotional exposure.
It’s not about inappropriate disclosure. Being able to communicate openly means that people feel free to openly express their ideas and opinions without fear of judgement or reprisal. This open exchange of ideas is essential for generating creative solutions to problems.
4. Coach and develop people
The fourth element in creating and sustaining team performance is for leadership teams to coach and develop each other and those around them.
Myth: Developing ‘talent’ means developing your best people.
The ‘talent myth’ is alive and well in organisational life. There is very little evidence to suggest that developing employees who appear to be ‘talented’ or high performers will translate to a better return on investment than a more broad-based approach where everyone benefits from an uplift in capability, particularly in teams. In our High-Performance Team Framework, talent development means the creation of a context that allows everyone to shine in your team or organisation by leveraging strengths and building capability. It makes little sense to invest in the top 5% of employees for example while the other 95% also need to perform and make up a clear majority. There is power in a shared approach, language and baseline capability development.
Leadership teams must therefore be enablers of talent horizontally and vertically. Leveraging the work of Ken Wilbur, enabling strategies occur in four dimensions:
Mindsets;
Behaviours;
Culture; and
Systems, Structure and Processes.
If the Integral Model is the ‘what’, coaching is the ‘how’. Coaching is much more than asking open questions or the GROW Model. It is a leadership philosophy that goes beyond techniques. High-performing teams coaching each other and value peer-to-peer accountability above top-down accountability from managers. Managers also need to play an important role and be available when needed to support their charges.
Coaching allows the development of skills, knowledge and abilities in a safe and supportive environment – while addressing key priorities. The team culture, therefore, becomes one of support and collegiality where communication issues are addressed, emotional intelligence is valued and psychological safety is deepened. Coaching fosters being goal-orientated with clear objectives and utilising complementary skills already present in the team. Continuous learning becomes the norm.
5. Engage in Constructive Collaboration
The fifth element is that healthy teams act as one, enabled by collective work goals to create meaningful, constructive collaboration.
Myth: Teams must collaborate to achieve the objectives of individual silos.
While it is true that high-performance teams should be helping each other achieve individual objectives, it’s not enough. Real teams do real work together centered on a common goal. This means that individual goals must be subservient to common business goals. Common team goals foster collaboration and set the team up for success, ultimately creating superior results.
True collaboration links back to the ‘first team’ principle. If team members truly see the team they are a part of, rather than the one they lead, as their first team, it is highly likely they will act for the common good across the team rather than downwards. Leaders must focus primarily on their peers not downward to their own teams.
This reduces turf protection behaviour and frees teams up to be much more agile and responsive to each other’s needs. This kind of collaboration can be difficult, as it requires individuals to set aside their egos and work towards a greater goal. However, the rewards are well worth the effort. Collaboration allows team members to draw on a wider range of skills and knowledge, leading to more innovative solutions. In addition, those who engage in constructive collaboration develop deeper relationships with each other, resulting in a more cohesive team. When done right, collaboration can be an immensely powerful tool for achieving success.
6. Foster Innovation
Team members challenge current approaches while encouraging and supporting each other to foster innovation.
Myth: Innovation only comes from creative genius or big picture thinkers.
Innovation does not always have to be a revolutionary product or service; it can also refer to incremental changes that improve existing products or processes. In reality, innovation often happens when people take a fresh look at existing products, services, or processes and find ways to improve them. Finally, some believe innovation always requires big risks and massive investments. While this may be true in some cases, there are also many examples of innovations developed with little investment and risk. When done right, innovation can be an immensely powerful tool for success.
The key here is that communication is open and new ideas are not quashed before they’ve had a chance to breathe. Teams must avoid the one question that is fatal to innovation, ‘Yes but how would you do that?’ This immediately shifts the mindset from creation to logistics – a real brainstorming killer. Each person needs to encourage real learning by reflecting on their own and the team’s performance and looking for ways to improve.
7. Deliver Performance
The team meets or exceeds its goals and is a role model for getting things done.
Myth: We need to focus on performance to improve performance.
This myth is perpetuated across organisations all over the world. Teams believe they need to be smarter rather than healthier and focus on performance more than the soft stuff. There is simply no evidence to support this approach. Yes, you read (or heard) correctly. There is no evidence to support the notion that the vehicle to improving performance is through traditional methods of management – finance, marketing, strategy or technology. There needs to be a very solid ‘and’. I wrote about this over 10 years ago when reviewing the data and research from some of the most robust research available.
Since then, other authors have also put a line in the sand and made similar assertions. For example, Lencioni in his book The Advantage, makes a solid case for why teams need to focus on health more than performance. Again, not instead of….as well as.
In Tom Peters’ final book (according to the author of 18 books), the management guru says that all throughout his career he has been asked numerous times, ‘Tom, why have you focussed so heavily on the people side of business?’ to which he answers, ‘What else is there?’. I love his response.
While you can focus on the seventh element of performance all you like, it’s the other six elements in our High-Performance Team framework that will deliver performance. You can read more about how and why performance and health matter equally here.
The seventh and final element in our framework, then, is that healthy teams consistently outperform expectations.
Gaining Clarity
When all of these elements are present, the result is a high-performing team that is able to achieve amazing results over time. If you want your team to be successful, creating a healthy working environment is essential.
By focussing on these seven areas, teams can get clarity on:
Strengths and capabilities that can be harnessed more fully by the team.
Underlying issues and blockers, both personal and systemic.
‘Undiscussable’ issues that negatively impact the team.
Patterns and systems issues that are difficult to identify under normal circumstances.
Individual and/or leadership behaviours that enable and block team success.
Opportunities for individuals and the team (s) to improve performance.
The desired future and the role you choose to play.
Conclusion
Building high performing teams that consistently deliver results and where its members feel valued and engaged, requires team leaders to address all aspects of performance and health holistically. By only focusing on performance, teams will not achieve nor sustain the very thing they are seeking.
Things You Can Do From Here:
Get immediate results on your team by completing our HPT Survey.
You can also download our white paper: Another Poor Report Card on Organisational Culture: What Can We Learn?
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
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There’s no denying that strong leadership is critical to the success of any organisation. But what kind of leadership results in the best outcomes?
Values based leadership has been shown to be one of the most effective types of leadership, resulting in high performance in organisations. Here are some of the benefits of values based leadership:
1. It builds trust and respect
When leaders operate from a set of core values, it instils trust and respect in their team members. People know where their leader stands and what they stand for, which creates a sense of safety and security. Leadership training that helps participants to develop their leadership style in accordance with their values often results in more successful performance and longevity.
2. It drives engagement
Values based leaders are passionate about their work and their team members. This passion is contagious, resulting in a highly engaged team. Leadership development training can help leaders gain deeper insight into the values that drive them to succeed and how to leverage their own enthusiasm to engage and inspire others.
3. It fosters creativity and innovation
Because values based leaders are focused on the collective good, they create an environment where creativity and innovation can flourish. When people feel safe to take risks and experiment, they are more likely to come up with new and better ideas.
“People want to work for leaders who share their values and who will challenge them to be their best. “
4. It builds a strong culture
Values based leadership development is important for establishing a high performance culture. This culture is characterised by high standards, accountability, and a commitment to excellence. When leaders make decisions and act in alignment with their values, their teams become empowered to do the same.
5. It attracts top talent
Organisations with strong cultures that are aligned with their values tend to attract top talent. People want to work for leaders who share their values and who will challenge them to be their best. The best leadership courses also provide the opportunity for organisations to ensure their values are embedded into their training for new and current employees.
If you’re looking for a leadership style that will result in high performance, values based leadership is a great option. When it comes to developing leadership skills, approaching training from a values based perspective creates a personal connection to larger objectives and deeper investment in delivering high performance. By operating from a set of shared values, you can build trust and respect, drive engagement, foster creativity and innovation, build a strong culture, attract top talent, and lead your organisation to success.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
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Why Should Your Personal Values Align With Your Organisation’s?
It is important for your personal values to align with those of your organisation in order to create a harmonious working environment. By sharing similar values, you and your organisation can work together towards common goals and maintain a mutual understanding and respect for one another. Additionally, when your personal values align with your organisation’s, you are more likely to be satisfied with your job and motivated to do your best work.
Effective Communication
It’s no secret that effective communication is essential to success in any organisation. After all, how can high performance team members work together effectively if they can’t communicate with each other? Likewise, how can an organisation function smoothly if its members can’t communicate effectively with each other?
However, what many people don’t realise is that effective communication doesn’t just happen by chance. In order for communication to be truly effective, it needs to be aligned with the organisation’s values.
When communication is aligned with an organisation’s values, it creates a common understanding and language that everyone can use to work together more effectively. For example, if one of an organisation’s core values is “honesty,” then all members of the organisation should be open, truthful, and kind to each other when communicating. This creates an environment of trust and respect, which is essential for effective teamwork.
Likewise, if an organisation’s core value is “innovation,” then a leader who communicates a vision of innovation is much more likely to inspire others to follow than a leader who simply talks about being different.When leaders communicate their vision in a way that is aligned with the organisation’s values, it creates a strong connection between the leader and their direct reports. This connection is essential for developing leadership capabilities.
“Values are the beliefs that an organisation holds to be true, and they should shape everything from the way the organisation is run to the way it interacts with customers and clients.”
Managing Conflict
Conflict is a natural part of any relationship, and it’s no different in the workplace. In fact, conflict can actually be a good thing, as it can lead to new ideas and solutions that wouldn’t have been thought of otherwise.
Not all conflict is created equal. For example, constructive conflict is the type of conflict that happens when people are disagreeing in a way that is respectful and productive. This type of conflict can lead to positive outcomes, such as new perspectives and creative solutions.
On the other hand, destructive conflict is the type of conflict that happens when people are disagreeing in a way that is disrespectful and unproductive. This type of conflict usually leads to negative outcomes, such as decreased morale and productivity.
When managing conflict in the workplace, it’s important to encourage constructive conflict and discourage destructive conflict. One way to do this is to create an environment where people feel safe to disagree with each other. This can be achieved through leadership development programs that give teams the tools to lean into tough conversations.
Another way to encourage constructive conflict is to provide leadership training on how to handle conflict in a productive way. This can help people learn how to disagree without being disrespectful, and it can also help them understand when it’s appropriate to escalate a disagreement to a higher authority.
In short, managing conflict in the workplace is essential for maintaining a positive and productive work environment. By encouraging constructive conflict and discouraging destructive conflict, managers can help create an environment where people feel safe to disagree with each other, and where new ideas and solutions can be found.
Values are the foundation of any organisation, and they should be the guiding force behind all decision-making. Because of this, determining which values are most important to you can be an essential part of your leadership development. The best leadership training courses will help you understand how to lead authentically by keeping your values at the forefront. After all, values are the beliefs that an organisation holds to be true, and they should shape everything from the way the organisation is run to the way it interacts with customers and clients.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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High performance teams are built on a foundation of trust. Trust allows team members to feel safe to take risks, be vulnerable and share ideas openly. When trust is present, team members are more likely to be engaged and committed to the team’s success.
Trust is essential for high performance teams because:
· Trust enables team members to feel safe to take risks.
· Trust allows team members to be vulnerable and share ideas openly.
· When trust is present, team members are more likely to be engaged and committed to the team’s success.
Building trust within a team takes time and effort. It starts with each individual team member making a commitment to being open, honest and respectful. As team members build trust with each other, they will be better equipped to handle challenging situations and achieve high levels of performance.
3 Ways to Build Trust
Develop Team Members
For trust to develop within senior leadership teams, members must be competent and dependable in their performance. High performance team development is an integral part of establishing skills and building trust. When teams are confident in their ability to overcome challenges, they are more likely to be successful in the risks they take.
Encourage Vulnerability
A high performance culture is one that allows team members to be vulnerable. When teams are able to be open with one another without the fear of being shut down, they develop stronger personal connections. It is these connections that cultivate trust and make them more receptive to each other’s ideas. Establishing psychological safety in this way is particularly important in leadership development as it helps to create an environment where team members feel comfortable showing up authentically.
“When there’s trust present on a team everyone has greater commitment towards achieving success.”
Foster A Sense of Belonging
When team members feel like they belong to something larger than themselves, they are more likely to trust the people around them. A sense of belonging can be fostered by instilling a shared purpose within the team. This could be done through project-based work or setting common goals that everyone is working towards. One of the advantages of high performance team programs is that it provides the opportunity for teams to develop a deeper understanding of one another and ways of using that understanding to achieve goals. As team members feel more connected to each other and the team’s purpose, trust will begin to develop.
Building trust within a team is essential for high performance. It enables members to feel safe and confident about taking risks, being vulnerable with one another in order to produce creative ideas that will meet goals. When there’s trust present on a team everyone has greater commitment towards achieving success. Trust takes time and effort to develop, but it is worth it in order to build a strong, high-performing team.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
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A high performance culture is one where employees are encouraged to continually improve their performance and contribute to the organisation’s success. It can lead to increased employee engagement, motivation and productivity. In order to create a high performance culture, organisations need to invest in their employees and provide them with the tools and resources they need to be successful. There’s no single recipe for success, but there are certain drivers of high performance that organisations can focus on to create a culture of excellence.
A Clear Purpose and Direction
When everyone in an organisation is aligned around a shared purpose, it can be a powerful motivator. High performance teams often thrive under pressure, and are able to do so because they are given a clear purpose and direction from their leaders. Having a clear sense of direction gives employees a sense of ownership and responsibility for achieving organisational goals.
Defined Roles and Responsibilities
It’s essential to have the right mix of skills and expertise on your team. But it’s also important that everyone is in the right role, with clearly defined responsibilities. Assessing the capabilities of your team can be an essential factor in high performance team development. When everyone knows their part in the bigger picture, it can help to create a sense of unity and collective purpose.
“Creating an environment where employees feel valued and respected is needed to create a sense of loyalty and commitment.”
Opportunity for Continuous Improvement
Organisations that are constantly looking for ways to improve their performance are more likely to achieve high levels of success. Encouraging employees to identify areas for improvement and implementing changes can help to keep everyone focused on moving forward. By developing leadership capabilities in your team, you ensure that they have the tools needed to help them reach goals now and in the future.
Effective Communication
Clear and effective communication is essential for any organisation. When everyone is on the same page, it’s easier to make progress towards shared goals. One of the advantages of leadership training is that it provides a common language around new concepts that help teams to communicate more effectively. Having regular updates and open channels of communication can help to ensure that everyone is informed and engaged.
A Positive Culture
A positive workplace culture can make a big difference to an organisation’s performance. Creating an environment where employees feel valued and respected is needed to create a sense of loyalty and commitment. Providing senior leadership training can help to instil trust in your team members and demonstrate that you are invested in their development. Fostering a positive culture can also help to attract and retain top talent.
By focusing on these drivers of high performance, organisations can create a culture of excellence that will help them to achieve their goals. This includes providing leadership development opportunities, as well as setting clear expectations and goals. Furthermore, organisations need to create an environment where employees feel valued and appreciated. When organisations have a high performance culture, it can lead to a number of benefits including increased profitability, improved employee morale, and reduced turnover. Additionally, high performance cultures are more likely to attract and retain top talent.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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It’s not enough to simply be in a position of power or authority. To be a truly effective leader, you need to be someone that others are naturally drawn to and want to follow. So how can you become that kind of leader?
The first step is to develop a deep understanding of what leadership means. It’s not about bossing people around or having all the answers. Leadership is about setting a clear vision, inspiring and motivating others to achieve collective goals, and being able to work together as a team. There are many different leadership styles, but the best leaders are those who are able to adapt their style to the situation and the people they are leading. To do this, you need to be aware of your own strengths and weaknesses, and be comfortable with who you are as a leader.
Be Authentic
People can spot a fake from a mile away, so it’s important that you be genuine in your leadership role. This means being true to yourself and your values, and not pretending to be someone you’re not. If you’re not comfortable with public speaking, for example, don’t try to be a motivational speaker. Be honest about your weaknesses and work on improving them. At the same time, highlight your strengths and use them to inspire others.
Authentic leadership stems from self-awareness. If you’re not aware of your own motivations, values and strengths, it will be difficult to be a leader that others can trust. Senior leadership coaching allows leaders the opportunity to dedicate time to discover the values that consciously or subconsciously underlie their leadership style. Once you have a good understanding of who you are, you can start working on being the best leader possible.
Be Transparent
Leaders who are open and honest with their team members are typically more respected and trusted. This means holding themselves accountable and sharing when they have made mistakes. Not only does doing so result in strengthened team relationships, it also provides learning opportunities for leaders while helping their teams avoid making those same mistakes.
When you undertake coaching for senior leaders, you gain deeper insight into your personal story and how it informs the way you lead. This type of leadership development coaching can provide leaders with the ability to leverage those insights in ways that inspire and motivate their teams.
“Personal and professional growth is important to everyone, so it’s important that leaders encourage their team members to continue learning and developing.”
Encourage Growth
Personal and professional growth is important to everyone, so it’s important that leaders encourage their team members to continue learning and developing. This means offering help and guidance when needed, but also letting team members take the lead when they’re ready. High performance training programs can provide teams with the skills and tools necessary to fulfil their highest potential. Affording them such opportunities shows that you trust and value their capabilities, which in turn motivates team members to do their best work.
As a leader, it’s also important that you continue to grow and develop. This not only keeps you sharp and up-to-date, it also shows your team members that learning is a lifelong process. Undertaking leading teams training can help you build on your existing skills and knowledge, and learn new techniques that you can apply in your role.
Show Courage
Leaders who are afraid to take risks often find themselves stuck in the status quo. But in order to move forward, sometimes risks need to be taken. This doesn’t mean being reckless, but it does mean having the courage to try new things and stand up for what you believe in, even when it’s not popular.
Executive leadership must be courageous in order to be effective. Showing courage can inspire others to do the same, and it allows you to set the tone for your organisation. When faced with difficult decisions, don’t be afraid to make the tough call. Your employees will respect you for it, and it will ultimately help your business succeed.
A leader that others want to follow is someone who is authentic, transparent, and encourages growth. They are also someone who shows courage in the face of difficult decisions. If you can be these things, you will be a leader that others respect and admire.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
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High performance thinking is a process that allows you to think more effectively and efficiently. It involves breaking down your thinking into smaller, more manageable chunks so that you can better focus on each individual task. This type of thinking can help you to improve your productivity, performance and results. Leaders with a high performance mindset don’t place limits on their potential for growth and success. Through leadership training, leaders can learn to leverage this type of thinking and allow them to excel in high-pressure environments.
Having a Positive Perspective on Failure
One of the best things about high performance thinking is that it doesn’t see failure as a negative. In fact, leaders who have a high performance mindset see failure as an opportunity to learn and grow. They use each setback as a chance to reflect on what went wrong and how they can do better next time. This type of thinking helps them to stay positive and motivated, even in the face of adversity. High performance thinkers are always looking for ways to improve and reach their goals. Engaging in senior leadership development can help them to build this mindset and push themselves to be better than they were yesterday. This attitude is what separates leaders who achieve great things from those who don’t take action.
Taking Action
High performance thinkers don’t just sit around and wait for things to happen, they take action. They are proactive and always looking for ways to improve their situation. Leaders who take action are more likely to achieve their goals because they are constantly moving forward. A leadership workshop or program can help you and your team develop the skills they need to be successful and overcome challenges. When you take action, it sends a powerful message to yourself and others that you are serious about reaching your goals.
“Leaders who take action are more likely to achieve their goals because they are constantly moving forward.”
Having a Clear Purpose
Another important aspect of high performance thinking is knowing your ‘why’. This means having a clear purpose or goal that drives you to achieve excellence. Leaders who know their ‘why’ are passionate and committed to what they do. They have a strong sense of purpose that keeps them focused and motivated. They are not easily distracted by irrelevant information or outside influences. Executive leadership programs that align with your focus and keep it in focus allow you to be more efficient and effective in everything you do. When your purpose drives your actions, it becomes easier to stay on track and achieve your goals. It also makes it easier to overcome obstacles and challenges along the way.
Being Coachable
Being coachable is another important trait of high performance thinkers. This means being open to feedback and willing to learn from others. Leaders who are coachable are always looking for ways to improve. They know that they can’t do it all on their own and they are always willing to listen to others. Being receptive to other people’s ideas is an important skill to hone when it comes to leadership development. It demonstrates that you value your team’s opinions and contributions to collective achievements. Being coachable also shows that you are humble and confident enough to admit when you need help.
High performance thinking is a vital quality for any leader who wants to be successful. It allows you to see failure as an opportunity, understand your purpose, take action, and be coachable. All of these qualities are important for anyone who wants to achieve their goals. Leaders with a high performance mindset are always looking for ways to improve and reach their goals. The best leadership and management courses provide tools to leverage high performance thinking to overcome challenges. This attitude is what separates leaders who achieve great things from those who only dream about it.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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As a business leader, you are expected to have all the answers. But what happens when you don’t?
Leaders often have a hard time being vulnerable. They’re either too busy trying to keep up appearances or they fear that exposing themselves will cause their people anxiety and insecurity. As Dr Brené Brown reveals in her research, vulnerability can be used as a strength. The coaching relationship can be an ideal space for them to learn how to recognise their vulnerability and show it appropriately rather than pretending they have everything under control or know all the answers.
In today’s fast-paced and ever-changing business world, being able to openly share your vulnerabilities with your team can be a powerful tool for building trust and fostering a culture of innovation. If you’re not comfortable being vulnerable, executive leadership coaching can help you learn how to be more open and authentic with your team.
Why Authentic Leadership Matters for Team Performance
It’s no secret that successful businesses are built on strong, high performance teams. And while there are many factors that contribute to a team’s success, one of the most important is leadership.
The most effective leaders are those who are authentic. They lead with integrity and are committed to their own personal growth and development, as well as the growth and development of their team members. Authentic leaders create a culture of trust, respect, and openness that allows team members to feel safe to take risks, experiment, and innovate. They establish an environment where everyone can do their best work and where people are motivated to achieve collective success.
When team members feel safe to take risks and be creative, they are more likely to come up with new ideas that can help the team succeed. And when team members feel like they are part of something larger than themselves, they are more likely to be engaged and committed to the team’s success. Authentic leadership is the foundation of any high performing team. Leadership coaching creates leaders who are authentic and helps them to build an environment where team members can thrive and where businesses can reach their full potential.
The Importance of Authenticity Within Team Relationships
Authenticity is critical for strong team relationships. When team members are authentic with each other, they build trust and respect. This creates a foundation for more effective communication and collaboration.
Team coaching can help cultivate stronger relationships by teaching team members how to be more authentic with each other. Through these programs, team members cultivate stronger personal connections that translate into more trusting working dynamics.
Leading teams training also emphasizes the importance of authenticity. These programs help team leaders learn how to create an environment where team members feel comfortable being themselves. This allows team members to share their ideas and perspectives more freely, leading to better decision-making and improved team performance.
The benefits of authentic leadership are clear, but it can be difficult to put into practice. Senior leadership team training can help team members and leaders alike create more authentic relationships that result in improved communication, collaboration, and performance.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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Why Leading a Team is More Difficult than it Looks
When it comes to leading a team, there is a lot more than meets the eye. Sure, it may look easy from the outside – but the reality is that it takes a lot of hard work, dedication and commitment to successfully lead a team.
One of the most important aspects of being an effective leader is finding balance. You need to be able to juggle the various demands of your team members, while still remaining focused on the overall goal. It can be difficult to find this balance, but it is essential if you want to be successful.
Be Both Decisive and Collaborative
When it comes to leading a team, one of the most difficult things to balance is being both decisive and collaborative. On one hand, you need to be able to make decisions quickly in order to keep things moving forward. On the other, you need to be able to take input from your team and work together towards a solution that everyone can agree on. It can be a tricky tightrope to walk, but it’s important to find a balance between the two in order to be an effective leader.
One of the best ways to find this balance is to start by being clear about your vision for the team. It’s essential for businesses to have good communication and training for high performance. After all, effective communication is key to any successful organisation. Once you have a strong sense of where you want things to go, it will be easier to make decisions that are in line with that vision. At the same time, it’s important to involve your team in the decision-making process as much as possible. This will help them feel invested in the outcome and more likely to buy into your vision.
Finding the right balance between being decisive and collaborative can be difficult, but it’s an essential skill that can be developed through senior leadership training. By being clear about your vision and involving your team in the decision-making process, you can strike a balance and set your team up for success.
Mitigate Risk while Encouraging Innovation
Innovation is essential for any team that wants to be successful. Without it, businesses can quickly become stagnant and fall behind the competition. However, innovation comes with its own share of risks. When you’re trying something new, there’s always the chance that it might not work out the way you hoped.
As a leader, it’s your job to strike a balance between mitigating risk and supporting talent development by encouraging innovation. You need to take steps to protect your team from potentially harmful risks. At the same time, you need to create an environment where creativity and innovation can flourish.
One of the best ways to strike this balance is to set clear guidelines for what is and isn’t acceptable. This will give your team members a framework to work within, while still allowing them the freedom to be creative. At the same time, it’s important to encourage open communication and provide feedback – both positive and negative – in order to help your team members learn and grow.
Finding the right balance between risk and innovation can be difficult, but it’s essential for any leader who wants to be successful. By setting clear guidelines and encouraging open communication, you can create an environment where high performance teams can thrive.
“Be open to new ideas and willing to try new things. At the same time, don’t be afraid to let go of things that aren’t working.”
Flexible Leadership
As a leader, one of the most important qualities you need to have is flexibility. Things change all the time, and you need to be able to adapt quickly to keep up. This can be difficult, but it’s essential if you want to be successful.
One of the best ways to stay flexible is to keep an open mind. Be open to new ideas and willing to try new things. At the same time, don’t be afraid to let go of things that aren’t working. If something isn’t working, don’t be afraid to change course.
It’s also important to be flexible in your communication style. Not everyone communicates in the same way, so you need to be able to adjust your style depending on who you’re talking to. This can be difficult, but it’s essential if you want to be an effective leader.
Being flexible is one of the most important qualities for any leader. By keeping an open mind and being willing to adjust your communication style, you can be successful no matter what changes come your way.
Overcoming unexpected challenges while maintaining, or even exceeding, performance goals is a frequent concern for many leaders. Leading teams training often helps equip leaders with the skills necessary to balance the competing priorities of their role. Combined with high performance team programs, leaders and their teams are able to achieve greater levels of success.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
https://theleadershipsphere.com.au/wp-content/uploads/2022/06/pexels-kampus-production-8428053-scaled.jpg17092560Philliphttps://theleadershipsphere.com.au/wp-content/uploads/2021/09/TLS_Blue-Grey-Horizontal-300x124-fix.pngPhillip2022-06-17 10:00:002022-06-21 20:46:01Why Leading a Team is More Difficult than it Looks
The best leaders know how to lead a successful team. They know how to inspire their team members and keep them motivated. They also know how to communicate effectively and make sure everyone is on the same page. If you want to become a successful leader, you need to learn how to do these things too. The importance of senior leadership development cannot be overestimated. It is essential for organisational success and for the continued growth and development of staff. Senior leaders play a vital role in setting the tone and culture of an organisation, and in leading by example. They also provide mentorship and guidance to younger staff, and help create a positive and productive work environment.
Clarity in Communication
One of the most important things you can do as a leader is to ensure that your team has clarity on what they need to do. This means being very clear in setting your expectations. Your team should know what their goals are and how they contribute to the overall success of the organisation. If there is any confusion, take the time to explain things again. It is better to reiterate important information than to have your team guessing what they need to do.
Find the Right Fit
In order to have a successful high performance team, you need to make sure that you have the right people in the right roles. This means that each person on your team should be doing something that they are good at and enjoy. If someone is not a good fit for their role, it will only lead to frustration and poor performance. Development and training programs can help you to identify and support the enhancement of the key strengths of team members. Take the time to assess each team member and make sure that they are in the right role for their skills and personality.
“By equipping team members with the skills they need to succeed, leaders help to foster a culture of excellence and achievement.”
Empower Your Team
One of the most important things you can do as a leader is to delegate tasks and empower your team. This means giving them the responsibility to complete tasks and make decisions. It is important to trust your team and give them the autonomy to do their jobs. If you are constantly micromanaging, it will only lead to frustration and a feeling of being powerless. Guiding teams and providing direction are critical skills that can be enhanced through leading teams training. When you delegate tasks, then step back and let your team do their job, they grow in confidence and performance.
Be Curious
As the leader, you need to be constantly asking questions. This shows that you are interested in what your team is doing and that you want to know more about their work. Being curious also shows that you are open to new ideas and willing to learn from your team. If you never ask questions, it will only lead to a lack of communication and a lack of understanding between you and your team. Curiosity is also useful in training for high performance. A successful team is always learning, investigating, and looking for new ways to improve. That spirit of curiosity is what sets great teams apart and drives them to continued success.
Providing Feedback
Understanding the importance of providing effective feedback is integral. It is important to give both positive and negative feedback in order to help team performance improve. If you only give positive feedback, your team will become complacent and they will not strive to improve. However, if you only give negative feedback, it will only lead to frustration and a feeling of being inadequate. Try to find a balance when giving feedback and make sure that it is constructive.
Great leaders know how to keep their team focused and motivated, even when the going gets tough. By equipping team members with the skills they need to succeed, leaders help to foster a culture of excellence and achievement. In addition, development and training programs can also help to build team cohesion and communication, both of which are essential for high performing teams.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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Why You Should Assess Your Leadership Skills (And How To Do It)
You may not realise it, but if you’re in a leadership position – or aspire to be one – then assessing your leadership skills is crucial. Think about it this way: as a leader, you’re responsible for guiding and motivating your team to achieve success. But how can you do that effectively if you’re not aware of your own strengths and weaknesses?
Fortunately, there are ways to assess your leadership skills and team management so that you can identify areas for improvement. Here’s why you should do it – and how to go about it.
Why Assess Your Leadership Skills?
Leadership is a critical skill for anyone in a management or supervisory position. But it’s not just something that managers need to be good at – everyone can benefit from honing their leadership skills. It is an important first step in leading teams training.
A leadership assessment allows you to get feedback from others on your performance. This is valuable because it can help you to identify both your strengths and weaknesses. It can help you to understand how you compare to other leaders. This benchmarking can be useful in terms of setting goals for yourself and your team. Regular assessment ensures that you’re always aware of your development needs and can take steps to improve your skills over time.
How To Choose A Leadership Assessment
There are many different types of leadership assessment and profiling tools available, so it’s important to choose the right one for your needs. Here are a few factors to consider:
• Purpose: What do you want to use the assessment for? If you’re trying to identify potential leaders, you’ll need a different assessment than if you’re trying to improve your own leadership skills. This is particularly important in determining the type of leadership development program that may follow the initial assessment.
• Population: Who will be taking the assessment? If you’re administering it to a senior leadership team, you’ll need to choose an assessment that’s appropriate for that group. For example, if you’re assessing teenage girls, you wouldn’t use an assessment that’s designed for middle-aged men.
• Time: How much time do you have to complete the assessment? Some assessments can be completed in just a few minutes, while others may take an hour or more. Choose an assessment that fits within the time frame you have available.
Leadership assessments are a necessary part of any leader’s toolkit. Once you’ve taken a leadership assessment, it’s important to spend some time reflecting on the results. What do the results tell you about your leadership style? Are there any areas where you need to improve? How can the results be used to inform leading teams training? Once you know what needs to change and how it can be improved upon then only will achieving your desired outcome become a reality for yourself as well as others who depend upon your leadership.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
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Executive coaching is important for effective leadership and teams. It can help leaders to better understand themselves and their impact on others, as well as develop the skills necessary to lead effectively. A coach can help a leader to reflect on their own values and beliefs, as well as understand the impact they have on others. In addition, a coach can provide support and guidance as a leader works to develop the skills necessary to be an effective and authentic leader.
Integrity
There are many qualities that make a good team leader, but integrity is essential for creating a positive and productive team environment. Leaders with integrity gain the trust of their team members, coach them effectively, and build strong relationships. These qualities enable leaders to create successful teams that are able to achieve their goals.
Integrity is the foundation of effective leadership. It is the quality of being honest and ethical in all decisions and actions. Leaders with integrity have high levels of self-awareness. Coaching for senior leaders can help them to gain clarity around their values and how they apply to their approach to leadership. In doing so, they set the example for their team and inspire them to be their best.
Vulnerability
Vulnerability is often seen as a weakness, but it is actually one of the most important qualities for an effective team leader. Being vulnerable means being open and honest about your own shortcomings and fears. It allows you to build trust with your team members and create a more open and collaborative environment.
Leadership is not about being perfect. It’s about being authentic and leading with integrity. When you are vulnerable, you are showing your team that you are human and that you trust them enough to share your weaknesses. One way that leaders can demonstrate this is by offering opportunities for teams to participate in high performance training programs. This builds respect and loyalty from your team members while fostering deeper relationships that lead to stronger performance.
“Vulnerability is often seen as a weakness, but it is actually one of the most important qualities for an effective team leader.”
Value Continuous Learning
Effective leadership requires a deep understanding of people and how they tick. Leaders must know how to motivate and inspire those they work with, and they must be able to handle difficult situations with tact and diplomacy. Leading teams training can help leaders to implement strategies that drive their teams to greater performance.
Leaders who are committed to learning are constantly expanding their skills and knowledge base. They are always looking for new ways to improve their performance, and they are open to feedback from others. Engaging in senior leadership coaching provides them with the opportunity to identify and develop in specific areas for improvement. This willingness to learn ensures that leaders are always growing and evolving, which is essential for long-term success.
Leadership development coaching is an important tool for leaders to enhance their skills and grow in their ability to lead successful teams. Leaders who focus on integrity, vulnerability, and a commitment to learning are more likely to create positive and productive team environments. These qualities enable leaders to build trust, coach effectively, and inspire their team members to be their best. When leaders are committed to personal growth and development, they are better able to achieve success for their team
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
https://theleadershipsphere.com.au/wp-content/uploads/2022/05/pexels-tima-miroshnichenko-5439390-scaled.jpg17072560Philliphttps://theleadershipsphere.com.au/wp-content/uploads/2021/09/TLS_Blue-Grey-Horizontal-300x124-fix.pngPhillip2022-05-26 10:00:002022-05-31 14:19:533 Qualities of Effective Team Leaders
Executive leadership coaching can help leaders learn how to more effectively communicate their vision and goals to their team, and make better decisions that take into account the needs of all stakeholders. In addition, leadership coaching can help leaders learn how to delegate tasks more effectively and build trusting relationships with their team members. This can lead to increased productivity and morale within an organisation. Executive coaching helps to improve team dynamics by helping leaders create a more positive and cohesive team environment.
Why Leadership Coaching is Important
Leadership coaching is important because its impact extends beyond individual growth, driving measurable improvements in team performance and return on investment. Senior leadership team coaching has become essential in the face of the increasing challenges leaders see today. As teams participate in coaching collectively, they foster an environment built on trust and open communication, encouraging constructive resolution of challenges and honest feedback.
By engaging in coaching as a group, leadership teams learn to align on a shared vision and strategic goals. This collective alignment improves collaboration not just within the leadership circle, but across all departments they oversee. Coached leaders are better equipped to model effective communication and supportive behaviours, which directly enhances team dynamics, boosts morale, and drives sustainable organisational success.
The Benefits of Senior Leadership Coaching
Improves Decision Making
In order to be a high performance team, members must be able to work well together and make better decisions. Senior leadership team training helps team members understand how to work together more effectively. It does so by giving them the skills to better communicate and resolve conflict, which are essential skills for any team. Developing strong competencies in these areas in teams can make better decisions and achieve their goals more efficiently.
Creates Stronger Relationships
Team coaching can improve employee relationships by helping them to understand each other’s strengths and weaknesses, and to appreciate the value of diversity within the team. By developing a greater understanding of one another, teams build trust and mutual respect that contributes to a more productive working environment. This in turn, means that team members are able to identify and focus on the team’s common goal, and to work together more effectively towards that goal
“By developing a greater understanding of one another, teams build trust and mutual respect that contributes to a more productive working environment.”
Establish a Positive Environment
A strong sense of morale is key to maintaining team cohesion and keeping everyone motivated. There are a few different ways to build morale in the workplace. One is to focus on creating a positive environment. This means being supportive and encouraging, and making sure that everyone feels like they are part of the team. This could involve offering training and development programs, or giving employees the chance to take on new responsibilities. By providing opportunities for growth and demonstrating an investment in your team’s career journeys, they become more engaged in their work and more driven to succeed.
Senior leader coaching can have a huge impact on how leaders communicate with their team and make decisions. It also helps them build trusting relationships within an organisation, leading to increased productivity among co-workers as well as higher morale levels for everyone involved. Have you tried executive leadership coaching? What were your results?
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
Organisations are driven to success through the support of high performance teams. Likewise, those teams are able to achieve such strong results by leveraging the support of their leaders. Great leaders understand the importance of creating a culture of honesty and trust within their teams that allows them to perform at consistently high standards.
Honesty
When it comes to leading a successful team, training for high performance is essential. However, what’s even more important than training is honesty. Without honesty, training will only get you so far. In order to be a successful leader, you must be honest with yourself and your team. This means being transparent about your goals, your expectations, and your feedback. Honesty builds trust and respect, both of which are essential for any successful team. If you’re looking to lead a successful team, start by being honest with yourself and your team members.
Build Trust
Trust is essential for any successful team. Without trust, team members will be hesitant to take risks, try new things, or speak up when they have a great idea. Therefore, it’s important for leaders to build trust within their team. One way to do this is by being transparent and honest with your team members. Another way to build trust is by showing that you have faith in your team’s ability to succeed. Leading teams training can be an effective talent development tool that encourages leaders to provide opportunities for team members to showcase their abilities and take initiatives. When you show that you trust your team, they’ll be more likely to trust you and their fellow team members.
“If you want to lead a successful team, start by being honest with yourself and your team members. “
Set Clear Expectations
Setting clear expectations is another important element of successful team leadership. Your team members need to know what is expected of them, both in terms of their individual roles and in terms of the team’s overall goals. If you’re not clear about your expectations, your team will likely become frustrated and eventually give up. So it’s important to set the tone from the start by being clear about what you expect from your team. Engaging in high performance team programs can help to establish a clear understanding of expectations while providing teams with the tools and skills needed to meet them. Once you’ve set clear expectations, it’s much easier to hold your team members accountable and ensure that everyone is working towards the same goal.
One of the key benefits of senior leadership training is that it helps to develop honesty, trust, and clarity within an organisation. If you want to lead a successful team, start by being honest with yourself and your team members. Set clear expectations and give feedback regularly. And finally, build trust within your team by showing that you have faith in their ability to succeed. By following these simple steps, you can develop a strong and cohesive team that is capable of achieving great things.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
https://theleadershipsphere.com.au/wp-content/uploads/2022/05/pexels-karolina-grabowska-7679907.jpg8731080Philliphttps://theleadershipsphere.com.au/wp-content/uploads/2021/09/TLS_Blue-Grey-Horizontal-300x124-fix.pngPhillip2022-05-21 10:00:002022-05-24 11:00:28How to Lead a Successful Team
It’s tough to be a leader when your team isn’t performing. You may feel like you’ve tried everything to get them back on track, but nothing seems to be working. There are an infinite number of factors that may be affecting team performance. Understanding your team is often key to understanding the issue and how to overcome the challenges they face.
Filling Competency Gaps
Competency gaps can have a negative impact on organisational performance, as they can lead to a lack of skilled employees who are able to meet the demands of the organisation. Talent development can help to identify and fill competency gaps, by providing employees with the opportunity to enhance their skills and abilities. By offering development and training opportunities, businesses can ensure that they have the right mix of skills and abilities to meet their organisational needs.
Succession Planning
Succession planning is a key part of talent management, as it ensures that there is a pool of skilled and qualified employees who are able to take on leadership roles in the event of turnover or retirement. When leadership development programs are provided to individuals at all levels, not only does performance increase in the short term, it sets both them and the business up for future success.
“When senior leaders involve their teams to implement positive change, employees become more engaged with the work and experience higher job satisfaction.”
Employee Retention
Employee retention is a challenge for many organisations, as it can be difficult to keep talented employees from leaving. Talent management can help to improve employee retention by providing opportunities for growth and development. Leading teams training increases engagement within senior leadership teams as well as their own direct reports. When executives and other senior leaders involve their teams to implement positive change, employees become more engaged with the work, experience higher job satisfaction, and are less likely to seek external opportunities.
Talent management is about more than just hiring and firing employees. It is also about providing employees with the opportunity to grow and develop their skills, and supporting them in their career journey. By investing in talent management, organisations can create a pipeline of leaders and managers, and can also improve employee engagement and retention.
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation.
https://theleadershipsphere.com.au/wp-content/uploads/2022/05/pexels-le-cy-10846185.jpg7201081Philliphttps://theleadershipsphere.com.au/wp-content/uploads/2021/09/TLS_Blue-Grey-Horizontal-300x124-fix.pngPhillip2022-05-18 10:00:002022-05-24 10:46:19What to do When Your Team Isn’t Performing
Organisational culture plays an important role in the success of any organisation. A positive organisational culture can help to attract and retain the best talent, and can also motivate employees to be productive and innovative. Talent management is a key part of creating and maintaining a positive organisational culture, as it ensures that the right people are in the right roles, and that they are given the opportunity to develop their skills and abilities.
Filling Competency Gaps
Competency gaps can have a negative impact on organisational performance, as they can lead to a lack of skilled employees who are able to meet the demands of the organisation. Talent development can help to identify and fill competency gaps, by providing employees with the opportunity to enhance their skills and abilities. By offering development and training opportunities, businesses can ensure that they have the right mix of skills and abilities to meet their organisational needs.
Succession Planning
PSuccession planning is a key part of talent management, as it ensures that there is a pool of skilled and qualified employees who are able to take on leadership roles in the event of turnover or retirement. When leadership development programs are provided to individuals at all levels, not only does performance increase in the short term, it sets both them and the business up for future success.
Employee Retention
Employee retention is a challenge for many organisations, as it can be difficult to keep talented employees from leaving. Talent management can help to improve employee retention by providing opportunities for growth and development. Leading teams training increases engagement within senior leadership teams as well as their own direct reports. When executives and other senior leaders involve their teams to implement positive change, employees become more engaged with the work, experience higher job satisfaction, and are less likely to seek external opportunities.
Talent management is about more than just hiring and firing employees. It is also about providing employees with the opportunity to grow and develop their skills, and supporting them in their career journey. By investing in talent management, organisations can create a pipeline of leaders and managers, and can also improve employee engagement and retention.
For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.
https://theleadershipsphere.com.au/wp-content/uploads/2022/05/pexels-fauxels-3183179-scaled.jpg17792560Philliphttps://theleadershipsphere.com.au/wp-content/uploads/2021/09/TLS_Blue-Grey-Horizontal-300x124-fix.pngPhillip2022-05-12 10:00:002022-05-24 10:03:51The Role of Talent Management for Success
