OWN YOUR TEAM’S DEVELOPMENT

It is very important that we, as leaders, determine what developmental stage our team is in, not only for the purpose of knowing our responsibilities, but because your team needs to work its way through the elements of each phase. There are valuable formation skills that are attained through each stage. But what happens if a team and leader skip a stage? The same study showed that a team will inevitably go back to the missed stage.

In order to get to the point where a team is a high performing one, it must go through each stage completely – no short-changing allowed—no matter how uncomfortable it may be at times. As the popular phrase goes, “Trust the process.” Leaders must not be passive about team development; it requires action and intentional involvement by the leader.

Effective leadership ensures that team members have been equipped with the skills, knowledge, and mindset to be successful at each step: forming, storming, norming, performing. Wise leaders regularly reflect on those under their care, both individually and as a team. It goes beyond mere management, where they ensure efficiency in processes, maintenance, order, and control. True leadership is an art form with a strategic focus on people, innovating, development, building trust, and celebrating together.

Therefore, know your team and own their development. As the proverb states, “Be sure to know the condition of your flocks, and give careful attention to your herds” (Proverbs 27:23).

As you own their development as a leader, consider often how to build up each individual in a way that is meaningful to him or her. They are humans with needs for encouragement, praise, trust, and assurance. The following is an excerpt from Alan McGinnis’ book entitled, “Bringing Out the Best in People.” It speaks of specific things you can do as a leader to help others be successful, leading to greater satisfaction and fruitfulness among your team.

·    Expect the best from the people you lead. Put “10s” on their foreheads.

·    Understand what makes people tick – study their needs and motivations.

·    Raise the bar – establish high standards of excellence.

·    Give them ownership of the work – let them help create aspects of it.

·    Recognize and applaud achievement – sincerely affirm people as often as you can.

·    Take a risk and challenge others to do so as well – create an environment where failure isn’t
fatal.

·    Help people find their gifts and play to those strengths – match assignments with gifts.

·    Provide challenges and opportunities to encourage success, to see one another flourish.

·    Teach your people leadership – give them resources and opportunities to be more effective.

·    Foster a team mentality, celebrating victories together.

Do these sound like the mentality and behaviors of a servant leader? You bet! One who owns the team and takes them to new levels individually and corporately. The next time you have a team meeting, try incorporating some time for team-building activities and look for opportunities to invest in individuals’ development.

As we wrap up this Manage the Organization series, I will leave you with some characteristics of a leader who doesn’t just manage, but inspires. Do these describe you? 

·      The leader focuses on people.

·      The leader inspires trust.

·      The leader is an original.

·      The leader develops.

·      The leader has a long-range perspective.

·      The leader innovates.

·      The leader asks what and why.

·      The leader has his or her eye on the horizon.

·      The leader originates.

·      The leader challenges it.

·      The leader is his or her own person.

·      The leader does the right thing.

What have you done lately to enhance and develop your team?