Coach leader
- Listen actively. Generating effective communication includes knowing how to listen. Forget monologues and one-way conversations, give your employees the opportunity to speak to improve the relationship of the whole team and to discover, for example, what tools they need to improve their skills.
- Appropriate questions. If you don't allow your team to give you feedback or provide comments, their concerns and good ideas will be kept and problems will be kept quiet that will end up exploding when it's too late; that is, you will lose growth opportunities. However, if you seek feedback and are receptive, you will be more respected and, of course, you will find more commitment.
- Empathy / challenge balance. Sometimes it is interesting to challenge the collaborator and get them out of their comfort zone, but knowing how to position themself as a coach and differentiating when to apply empathy, posing a challenge that is achievable for the collaborator.
- Commitment. One of the key skills in coaching is the ability to know how to create a commitment in the other person. If you demonstrate your commitment to your job and to the organization, it's easier to instill that same hard-working attitude among your staff. In the same way, we generate respect and once you have earned their consideration, they will be more predisposed to perform at the highest level with enthusiasm.
- Recognition. The best feedback is the one that is used to enhance the strengths of the other person, but without ceasing to be aware of their areas for improvement and bring to light their blind areas, which are aspects that the professional cannot see for yourself. And therefore, if you don't see it, you can't manage it.
Working with people is a challenge that is both exciting and complex. This is why we must always remember the type of leader we aspire to be. Leading a work team is a skill that can be acquired through practice, and we're here to share some valuable tips with you.
One of the best-kept secrets of Human Resources management is that it's actually the employees who choose to work with their boss, not the other way around. If an employee isn't motivated, they won't be truly productive. And who is responsible for supporting people so that a team works harmoniously?
How should we go about managing a work team that collaborates from multiple locations? One of the challenges of remote work, as opposed to in-person activities, is leadership. An effective leader needs to adapt to new techniques in a changing landscape where telecommuting takes center stage.