10 Keys to Lead Teams and PeopleLeading people is a great responsibility, since you have to achieve the objectives of your area, department, organization … through the people of your team. And this is the great challenge: to align people and organization and make your team feel the objectives and the company as their own!But this challenge requires certain skills and competencies that will allow you to be a good leader. The one that everyone will remember as the best they had during their professional career! So you must know the keys that will help you manage your team and be a good leader-coach.
10 keys to lead teams
1. Team is equal to singularity
You have before you a sum of different people, which is equal to: different perceptions of reality, skills, knowledge, values, etc. This requires a great effort of flexibility and adaptation on your part, but it will be much easier if you focus first on knowing each of the people on your team and not applying “coffee for everyone”.
2. Communicate clearly and frequently
You can be very clear about the objectives, but the “readings of mind” do not exist and you must explain to your team: “what, how, when”. In addition, people need to know the objectives, know what is expected of them, receive timely information about the company, results, have feedback on their performance, etc. Understands communication as the main management tool. Also, it’s free!
3. Common sense is not the most common of the senses
The phrase: “but if this is common sense”, it remained for our grandmothers. Because common sense is the most individual of the senses, and what for one is green, for the other is black and for the other is blue. So “never presuppose”, take for granted … explain clearly and specify.
4. Preach by example
Keep in mind that you are the benchmark of your team and for this you must be an example of everything you demand, preach or ask. If you ask for punctuality, the first one comes, if you ask for implication imply to 1,000 x 1,000, if you ask for communication, you are the first to inform, explain and specify. The behavior of the control is the mirror where the collaborators look, for which the good example of the boss / boss, is key, to create and anchor good behaviors. It is also vital that there is a coherence between what is said and what is done. The example is one of the elements of greater motivation or demotivation in the teams.
5. Create a climate of trust
The work environment is vital in an organization. An environment where people can express their ideas, proposals, concerns and fears. Of course, with respect to the latter, without falling into the circle of negativity. Create a team where people want to be and stay! It is one of the first actions that you must undertake given that a bad work environment in your team, can bring nefarious consequences.
6. Balances the sequence: “what do I contribute – what do they give me?”
You must keep in mind that each of the people you manage is constantly balancing the sequence: “what I contribute to this organization-team-boss (work, availability, leisure time, effort, dedication, etc. and what they give me (salary, incentives , emotional salary, etc.) A big part of your success as a leader is having this sequence balanced, since its imbalance is the main cause of people leaving their companies.
7. Power recognition: it is a safe value
Develop your team through positive feedback and use negative feedback as a development tool: focusing on specific behaviors and behaviors (never on “you” labels) and always ending with an action plan.
8. Be an emotional leader
The good leader is the one who knows how to manage their own emotions and those of their team. Emotions are contagious, and it is necessary to eliminate bad ones and promote good ones, in order to achieve a good working climate. Above all, in crisis situations in which external emotions have a direct impact on the teams. Happiness at work increases productivity, personal satisfaction, self-esteem and promotes creativity and interest in innovation.
9. Know and improve
It is important that you analyze, with some frequency, your behavior regarding your strengths and areas of development as a team leader. This implies carrying out a deep process of self-analysis (from the commitment to change) and establishing a Development Plan, to strengthen your strengths and make your areas of improvement evolve.
10. Now I am a boss, what do I have to do?
And what happens when by internal promotion policies you go from being “employed” to being a boss and those that used to be the colleagues with whom you drank coffee, you ate and commented on the last Barça match, now they depend on you since you have become in your boss?
Create your role
Think that if they have chosen you it is because you deserve it: they have seen in you an adequate profile to lead teams, so be the first to have confidence in your abilities and skills and be safe in front of your team.
Keep in mind that your role regarding team members has changed
Specifies the operating rules of the equipment: objectives, operation, procedures, rules, etc. Doing this at the beginning will avoid problems in the future.
Be objective and do not get carried away by the “what they will say, what they will think, etc.”
Acts according to objective criteria and never pressured by “please, not disappoint, not upset, not upset the members of your team (before colleagues), etc.” Be clear that it is difficult to have the agreement of all and each one of the team members. That your actions and decisions can be defended from what “must be done and is necessary” for the organization and never from “what is easier for me and avoids me more problems”.
Focus on the solutions and not on the problem
When you have a problem with any of the people on your team, do not focus on the PROBLEM and give a thousand and one turns to “why is that person”, “why did he have to touch me”, etc. Focus on the SOLUTIONS: how can we solve it? and defines what actions can contribute to it. Keep in mind that you are now the boss and even if the solution is agreed upon, it is up to you to make the decision that is necessary!
Find a mentor
It may be interesting to look for a mentor. That is, someone who leads teams and is a reference leader within your company and that for you is an example in the management of people. You can ask for advice, guidance and sure that all his teachings will help you every day to be the leader you want to be.
“If your actions inspire others to dream more, to learn more, to do more and be more, you are a leader.”
John Quincy Adams Post by Maria Antonia Carmona, Coach and Expert Trainer in Management Skills.