Is your team performing to its full capability?

If the answer is yes, well done. Please share your secrets with us all.

If, as a leader, you feel that more can be done, better results can be achieved and there is room for improvement, then the obvious question is how do you facilitate it?

The first question to ask is “Do the team members have the Skills and are competent in their roles? If not, how do you train them?

Next question for me is “Is the work effectively designed?“ Are the processes efficient?

Job Design can affect the workforce greatly and getting this right will mean that the workers are safer and more productive.

Who better to ask “How could we do this better?” than the people who are doing the work. Does the team have the right tools and equipment? Is the set up right for the work? Is the workplace ergonometrically good? Is the flow of work efficient? Is the right person doing the task?

Use a team meeting to get input on how to improve things. Collaborate with your team. Encourage input and innovation.

Then I would ask about the Team Dynamics. Does the team Trust each other, and you as the leader? Do they feel a sense of Belonging to the team? Do they have a common sense of Purpose? Do they have an element of Control over their work? Can they raise concerns? Suggest improvements? Report incidents and mistakes?

A big question to ask the team would be “How can I help you achieve better results?” or “What would you do if you were in my position?”

Whilst the focus is on the leader (you), ask “Do I treat everyone equally?”. Sometimes it’s not intentional, but some team members may feel that they are not treated fairly. It’s better to know than to continue in “blissful” ignorance.

Asking these questions on a regular basis, can ensure that you detect the warning signs that something may be going wrong, and also demonstrates to the team that you care and that they are valued.

These are some of the foundations of People Focused Leadership. For more information, contact InteChange or DM me