Tips for Developing a Great Team

When developing your emerging leaders, there is one tip to keep top of mind that is a game changer.  

As leaders ourselves, we are tempted to tell people what they need to do and how they need to do it. We want to hurry up, answer their questions and move things along. It’s much easier to give an answer than ask a question. But therein lies the problem.

If it has become a habit when someone comes into your office or into a meeting and asks you something, that your gut response is just to answer, it’s time for a shift. 

If you truly want your team to “stop asking you every little thing” and take initiative in their work, you must train them to think through possible solutions with a strategic mindset. They are a leader for a reason, you put them in a management role because you knew they had the potential, now encourage them to hone it. 

When leaders feel ownership in their work and don’t feel micromanaged or told what to do, they thrive.

I have seen it across all levels of team. The goal is for the leader to come not only with the question, but with a thought out response, a potential plan, a goal, an action. When you are able to listen and support their decision, they are less apt to need guidance the next time it happens and will easily take more initiative in the future. 

If they simply need another ear to help them go through their list of ideas, be the one that listens, let them ask questions and they get insight into how a senior leader would look at the same issue and work through it. This long-term investment into your team makes for a solid leadership team ongoing.  

You’ve heard the saying that everybody is a leader, it’s how we choose to lead. How do you lead? Do you lead by giving facts, expecting results and wanting everyone to do things your way? 

This is not beneficial for anyone. 

The most successful companies are the ones that pull their people together and ask them to brainstorm, engage, and bring their ideas to the table. Just because someone is a CEO or a President does not mean they have the best ideas or even the most knowledge.

For myself, I always turn to my team on topics they are stronger in than I am. And I’ve learned so much from them and their resources. I can’t imagine trying to do this by myself. 

Another thing to remember is that every conversation is a chance to help someone rise up or pull them down. 

Even when your new leader makes a mistake or needs support, this is the chance to show them we are all human. Share a story about the time you made a mistake and how you learned from it. There is no point in making someone feel less than due to an error. 

Instead, connect with them on a strong and authentic level. You understand how they feel. You have been in their position. You are the best mentor for them to encourage real growth.  

Leadership is about developing strong thinkers who become the next generation of excellent mentors.

Help your leaders more easily see the bigger picture, the long-term trajectory. So, the next time they have a question, they no longer second guess themselves and feel empowered in their decision making and personal leadership abilities.