35. Five Tips For Empowering Teams
5 Tips For Empowering Teams
Today's video I want to focus on five tips for empowering your team and there are different ways, and we've some of the earlier videos talked about setting up the right culture, etc.
Here are some real key steps that will help achieve a highly empowering team.
5 Tips For Empowering Teams
Hi, welcome back to our series, video series. This one here I want to focus on five tips for empowering your team and there's different ways, and we've some of the earlier videos talked about setting up the right culture, etc. All of these things do contribute so I'd recommend checking out some of those earlier videos. But let's drill right down into some real key steps that will help achieve a highly empowering team.
Instil a Culture of Communication
So clearly, we have to instil a culture of communication. If we're not talking amongst ourselves then things are going to fall through the cracks and critical things can get missed. So one of the things we need to do, is ensure, as leaders, we use as many questions as we can and we encourage our team members to ask as many questions as possible, preferably up front before we go out and approach our work. The more questions are asked, the more clarity we bring the higher probability they'll get it right the first time. And the other time that you want to use questions specifically is in the review. So if you are not already reviewing post at the end of each day or the end of each week then that's a practice that you want to add as well.
Help Team Members Be Clear on their Purpose
Next one, two, help team members be clear on their purpose. Sometimes you've gotta make this part of your normal conversation and reiterate it in different ways, but if people are very clear on the purpose, they can go out there and deliver on it. So get that really clear and that involves conversations. It involves coaching conversations along the way. And constantly reinforce that, and people will stay on track and deliver the expectations.
Refuse to Micro-manage
Next thing is, this is my belief, absolutely refuse to micromanage. Micromanage doesn't actually help anybody, it really frustrates people, certainly high-achievers, high-performers, get really frustrated and you'll turn the power of the team off rather than turning the power of the team on.
So, first of all, hire the right people. If you don't get a choice about hiring the right people certainly develop the people to be the people they can be and deliver on the outcomes. And this is what you do through your coaching. All your conversations should be coaching every time you're engaging with your team you should be coaching. Good coaches use questions, questions, questions.
Powerful questions help empower and provide those clear expectations about what you require, what they can deliver, and a discussion about how you bring those two together in a reasonable time-frame.
Involve Team members in Decision-Making
The next one, involve team members in the decision making. This is a bit like the micromanaging point here don't provide all solutions, even if you do know them. Encourage them to come from your team. Demonstrate your confidence in them through asking the right questions and when they get it right, encourage them and say "yep, I sign off on that, that's really great." So a bit of positive reinforcement goes a long way.
And after awhile you find you'll actually have to look for opportunities to do this because they'll be out there focused, doing their work and you almost become a hindrance because you want to engage with them but their too focused. It's not a bad place to be. Don't lose the content. Remember it's a culture of communication.
Facilitate the Right Culture
And then lastly, facilitate the right culture. When you see behaviours within the team, across the team, and with individuals, go out there and engage them and reinforce that that's a great outcome. That aligns with our desired culture. It's a quick conversation, it's a well-done type of conversation and remember, every one of your team members is different and they'll probably need that feedback in different ways.
Some people will need very specific feedback about what it was that they did right, others will just need a general tap on the shoulder so to speak. The important thing here is, you need to zoom in on team members that are not demonstrating the right behaviour that aligns with the desired culture.
Cause your team members that are trying very hard to deliver on it will actually be very aware of people of people that aren't. And they're expectation of you is that you will manage that. That's your accountability so don't shield away from it. Pick the moment, have the conversation, use questions, understand the motivations that are going on. It could be just a matter of lacking in clarity or confidence, but either way, address it, reset your expectation and let them get on with it.
So these are just five steps if you like, quite simple but not that easy to do in real life to do it consistently. The more consistently you can do this, the better the result will be to empower your team. So I wish you well with that look forward to you on future videos.