Many leaders always ask a big question: "What should I bring in to the team or organisation to make my team performs better?" I always say: "You don't need to bring in anything or anyone, your team is already the expert, they just need a toolbox" - a toolbox to create a platform, a system, to communicate openly and honestly between different teams in an organisation.
So what kind of tools we need in our toolbox? We designed different tools for different groups, yet there is a very important and basic tool for all different groups that we always miss out - the basic communication skill - where managers demonstrate effective listening and feedback skills to develop their own team members, as well as demonstrate respect and positive behaviour within teams and between managers. If managers are prepared with the basic communication skill - which is the hardest skill - then they are ready to go to the next step.
I am grateful to have this opportunity to collaborate with this management team again this year, to work with young leaders who are in an important operation role supporting their business to grown in a fast growing market. Thus, they focus on operation and daily operation only. What we do is to give them a toolbox so that they can see their own role and their team's role in a bigger picture of the organisation.
What they have done in three days was amazing and inspiring. The managers developed their leadership style consistent with their organisation culture; developed their team ground rules; facilitated effective team meetings; mapped out their business system; defined their purpose and team’s guiding principles; mapped out the current process and evaluated for an ideal one; and defined action plan to implement the KPI. Sounds like a lot, but they did it and they did it really well because they know their job very well, they just need a toolbox.
One step forward to the Advanced Leadership and Managerial Learning Series. Now they were up to the speed. In the next three days, the managers identified team leadership styles by using PRISM Leadership Development tool; delegated responsibility with ownership; positively handled conflict situations; prioritised and organised their own tasks; understood our thinking process for creativity and flexibility; and all these practices led them to exhibit required skills in problem solving and decision making. Sounds like a lot, again they did it really well.
The concept is not to transfer the skills to the managers, but to guide them to understand the WHYs and coach them HOW to apply the tools. Well done team, will see you all practicing the tools at workplace!