upgrade your clear communication capability

Do You Care About Your Team Members?

Do You Care About Your Team Members?

What has you go to work each day? A paycheck? But what else has you show up for work each day? Is it the people? The company? The opportunity to do great work together, or to be part of something bigger? Maybe you expect to learn something from others and continue your growth along your career path.

It probably comes as no surprise to you that the people who report to you are no different. They want you to create a great environment in which to work, and to know you care enough to actively help them to improve and progress.

You’ve probably heard the saying, “People don’t care how much you know, until they know how much you care.” When your team members experience you as being actively interested in them, all sorts of good things begin to happen with their performance.

Many studies have shown that once you are being paid a fair and reasonable amount that allows you to pay for basic needs, and then some, money goes way down the list of what’s important in a job. Near the top of the list is having a supervisor who cares about you as a person.

Here are two significant ways of showing you care:

1. Hold regular 1-to-1 meetings with each team member. You’ll find that the time invested will soon pay off because you will short circuit a lot of small problems from becoming big ones. You’ll also find yourself helping them to work through how to approach challenges they are facing, especially when it comes to dealing with their peers.

2. Discover what aspirations each of your team members have, and then see what you can do to support them to increase their skills in that direction. You’ll have to hone your listening, authenticity, communication and coaching skills as these are the skill sets that have the greatest potential to deepen trust. And that is a very important attribute for a leader to cultivate if they want higher productivity from their people.

When a person gets through your demonstration that you really care about their success and actively support their growth, they can reach new levels in productivity, performance and satisfaction. Yes, satisfaction is important! Just think about yourself. Aren’t you more of an asset to your team and company when you are happy than when you are unhappy and dissatisfied?

Actions to Experiment With
1. Set aside an agreed amount of time each week for an individual 1-to-1 meeting with each of your direct reports. Create some context as to why you are having these meetings, and a format for what you’ll cover.

2. Set aside some time to discover what aspirations each of your team members have. Again, create context before asking them questions such as;

* What do you most enjoy about your job, and why?

* What do you least enjoy, and why?

* If you could do more of something, even if it’s outside your current role, what would it be, and why?

* What is one thing I could do to better support you to develop and progress?

3. Hone your listening skills. Listen for what your people care about, what frustrates them, what they aspire to, and what values are important to them. If you listen more consciously, you’ll hear all sorts of things that can support you to respond better, and to increase your effectiveness in the leadership part of your management role.

If you want help in upgrading your leadership capabilities, I’d be happy to discuss how I could work with you.

To your success,



Leadership Coach to Technical Professionals



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