The highly competitive environment in which companies operate today requires them to consider all the variables, determine the strategy to implement and make every effort to achieve competitive advantages that allow them to thrive. One strategy for competitiveness is to invest in human resources and their training, without forgetting internal management to foster synergies, engagement and goal achievement.
In this context, the development of the people who run diverse teams within the company must be planned and leadership skills must be developed. Organizations need goal-oriented people, with a clear business vision, enthusiastic individuals who transmit their positive attitude to their workmates, have analytical capacity and communication skills.
The recipe for success in a company happens, many would agree, when leadership and management work hand in hand (these two are different roles although it is possible that one individual performs both) to motivate employees. The company’s management would focus on tasks such as planning, setting goals and deadlines, controlling and offering support for solving problems that may arise. As for the leadership, it will focus on developing the vision and goals for the future set by the management, making sure that they are fulfilled. This is why the leader’s motivation and encouragement of his teammates is crucial.
But, who are these talented individuals that have these necessary leadership skills? The following are some of the key features to be looked for in effective leaders. These individuals are characterized by:
- Sharing goals and priorities with their teammates: They are able to clearly communicate what needs to be done and transmit the company’s vision.
- Seeking solutions through consensus: They make sure timely and difficult decisions are made and problems are solved always considering the input of the team members and supervising the final consensus for the best interest of the organization.
- Encouraging the active participation of the team, both in planning and in decision making: They challenge their team members setting high expectations and goals, and then providing great support and tools for them to be able to perform best.
- Practicing active listening, encouraging communication: They respect and appreciate the team members’ opinions and listens to their input.
- Analyzing team results, the causes of the deviations and the measures to take: By managing information, developing strategies to aid decision making.
- Rewarding with equity, and defending personal dignity: They praise in public and deal with problems privately.
- Facilitating and supporting the work of the partners: They know the strengths and weaknesses of each individual in the team. This gives them a perception to help the team met their needs.
- Delegating functions and decision-making: They trust their team with the company’s vision, understand the team’s strengths and believe in their talents.
- Facing the conflicts and errors from a positive point of view trying to learn from them: They are a great source of positive attitude and example.
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About Teamwork and Motivation
Teams can obtain results of greater productivity and higher quality than individuals doing isolated work. This is why, it is necessary to have great cooperation between team members, which requires to divide the task and to adapt, all of this based on two basic foundations: leadership and motivation.
Motivation will respond to the needs that each person has. These needs are dynamic as they can change over time and also they will differ for each person. Motivation can come from: a sense of achievement, recognition, faced challenges, etc. Motivation can also be expressed in terms of two categories, intrinsic if the source of motivation comes from the job in itself, for example, recognition, autonomy and responsibility, the possibility of using all their skills and knowledge. On the other hand, there is the extrinsic category which is related to the context of work, such as salary, security or stability in the position, as well as the physical conditions of the environment in which the job is carried out.
A leader can encourage motivation by making tasks more dynamic for his team members, delegating work and responsibilities as a demonstration of his trust, fostering creativity, sharing valuable information for the employees’ career edification, being responsive to the members needs and personal situations, and allowing team member’s participation in decision-making processes. They can also motivate by creating a positive environment, rewarding efforts and results and encouraging the personal and professional development.
The organizational environment influences motivation, response ability, overall satisfaction and the quality of results as well. The work environment can be affected by several variables, but a crucial factor that can be addressed is who is leading. Offering quality leadership, that shows evidence of dependability, effective communication, fair supervision, and kindness in their dealings with the team members can boost organizational motivation.
There is an imperative need for leaders who know and implement organizational policies and goals while motivating team members by fostering a positive work environment that is characterized by trust, open communication, honest and respectful participation, encouraging the personal and professional growth of the members of the team, and ultimately, organizational success.
If you want to read more of Jason Hanold’s articles of the topic of leadership, click here.