How to Adapt Leadership Values for Team Success

If you can commit to clarity for your team, you'll be amazed at the results. Here’s what my HR team trained supeevisors and revamped our organizational approach and how you can take similar action: 1. Clarify Roles: Ensure everyone understands their responsibilities. Regularly update job descriptions to reflect the current expectations and eliminate ambiguity. (We had impact descriptions made for every employee by their supervisors and trained supervisors on creating them effectively) 2. Create SMART KPIs: Develop Key Performance Indicators that are Specific, Measurable, Achievable, Relevant, and Time-bound. For example, instead of saying, "Improve customer satisfaction," specify, "Increase customer satisfaction scores by 15% within the next quarter." This gives your team a clear target to aim for. 3. Provide Specific Feedback: Regularly offer constructive feedback and openly praise behaviors you want to encourage. This not only reinforces positive actions but also sets a standard for the entire team. 4. Set Clear Expectations: By establishing clear performance metrics, you allow team members to see how their contributions directly impact organizational goals. This clarity reduces confusion and fosters collaboration. 5. Review and Adapt: Implement a system for reviewing KPIs and job descriptions every six months. This ensures they remain relevant and aligned with business objectives. 6. Transform Performance Reviews: Shift to narrative-based evaluations that include not just performance metrics, but also recommendations for development and a list of stakeholders for collaboration. By embracing clarity and structured performance metrics, you empower your team to excel, reduce frustration, and foster a truly collaborative environment. Commit to this approach and watch your team thrive! #TeamCulture #Leadership #PerformanceManagement #PeopleOfficer #HRInsights #SMARTGoals

Early in my leadership journey, I struggled with feeling like my team wasn’t reaching its full potential. I kept asking myself: Am I not communicating clearly? Am I not pushing them enough? But over time, I realized the issue wasn’t effort, it was approach. Great leadership isn’t about pushing harder, it’s about unlocking what’s already there. Once I shifted my focus from expecting results to creating an environment where my team felt empowered, everything changed. I started listening more, asking better questions, and giving my team the space to step into their strengths. If you’re feeling like you’re not getting the most out of your team, I hear you. The potential is already there, and the best leaders create the conditions for it to grow. Here are a few tips to help you maximize your team’s impact: 1. Empower, don’t control – Give your team room to take the lead. Let them make decisions and own their projects. When they feel trusted, they’ll surprise you with what they can achieve. 2. Create a culture of learning – Encourage feedback, offer growth opportunities, and lead by example. When you show your team that growth is part of the journey, they’ll want to join you in it. 3. Align strengths with goals – Help each person discover what they’re really good at and give them roles where they can shine. People perform best when they’re in their element. How are you fostering potential within your team? ___ 🌐Building a high-performing workplace takes more than good intentions, it takes action. Perfeqta helps organizations create real change by developing strong leaders and building high-performing teams. Let’s talk about how we can support your team: https://buff.ly/9NiVYGd ✅Follow me for more tips and insights on workplace wellness & leadership and organizational strategies.

Uncertainty and change at work is hard. That feeling of ‘not knowing’ can really stress people out and the energy and brainspace needed to maintain commitment and productivity can feel scarce. But it doesn’t have to feel so gloomy. If we can lean into that uncertainty and find connection with peers, ones team and isolate that ‘why’ for why we work where we work, or do what we do, it makes a huge difference. Plus, doing so is what separates high performing leaders and organizations from the rest. I’ve been focused on this lately and here are my observations: 📌 Start with understanding what people want. For many it’s an environment where people are heard, understood, and valued. A place where they can learn, grow and make a meaningful contribution and impact. Ask them, and listen. 📌 Now reflect on your style and your ability to adapt your style to changing situations. You must be adaptable. Versatility and your ability to tailor your role to immediate needs is really important. 📌 Adjust your perspective. Put yourself in your team’s shoes and look at problems from different points of view. Be open and prepared to adjust your approach in order to make points of connection. 📌 Focus on your team values, they’re core to the foundation of trust you’ve built with your team. They’re the glue that binds. 📌 Act with compassion and check in with your team. Uncertainty and disruption means your team is dealing with a lot that they’re not unaccustomed to. New obstacles and challenges must be taken into account. 📌 Create paths for communication the way your team likes to engage, meet them where they are at. Create simple pathways to ask questions and encourage feedback that will allow you all to navigate change positively. 📌 Lead with resilience which demands a growth mindset and positive thinking on your part. Things are moving fast, it’s important that you are self aware with your thoughts and emotions as you encounter stress so you can best show up for your team. No matter what uncertainty and disruption brings let’s always remember that teams are made of people with strengths, weaknesses, fears, goals and dreams. Treat your people as you’d like to be treated and you’ll find yourselves coming together and navigating the world of work together. I took this picture at LinkedIn NYC Headquarters a few weeks ago inspired by the many ways they bring their culture to life throughout their offices. A favorite quote comes to mind ⤵️ “People will forget what you said, people will forget what you did, but people will never forget how you made them feel” ~ Maya Angelou How do you deal with the unknown or too much change? Please share in comments so we can all learn together. #Career #leadership #FutureOfWork #mindset

There is a pattern of failure with leadership. Your best intentions are ruining your team. You need to let them get messy. → There is an art of letting go as a leader. I often work with leaders to enhance team engagement. In my experience, I've noticed a familiar pattern. → Leader presents a problem to the team → Team starts to work on the problem → Team gets energy on their idea → Leader quickly sees an issue → Leader quickly stops flow → Team disengages → Leader blew it Leaders need to have foresight. And There are *multiple pathways to a successful outcome.” Different approaches can lead to the same destination; Sometimes, the journey is where → the most valuable learning occurs. Years ago, I gained valuable insight from a friend. We assisted teams on their BHAG (Big Hairy Audacious Goal) - The leader would share the goal - The team would begin to solve for it - Great energy would start to happen → The leader began to kill their start! You could see their frustrations mounting. My friend and mentor used to say, → “Let them go with their energy.” He knew that by allowing teams to experiment and potentially fail, they would learn, adjust, and ultimately take greater ownership of their ideas. And he was right. 5 Ways to Get Out of Their Way 1) Let Them Run with the Idea When your team comes up with a concept, → give them the space to explore it. 2) Follow Their Energy The team's enthusiasm is a powerful indicator of → potential success. Harness it. 3) Reserve the Right to Veto, But Don't Dominate It’s okay to have the final say → but avoid dictating the goal. 4) Be a Patient Guide Offer guidance and support → but let the team navigate their path. 5) Credit Where Credit’s Due Celebrate your team's achievements → give them full ownership of their success. Leadership is about more than direction. It facilitates an environment where → innovation can flourish → engagement can rise ___________________________________ Are you blowing this? → Make an appointment with me to stop → Together, let's give you a better way ♻️ Repost to help 1 person win

Your team is failing because you're using the wrong playbook. Companies talk about innovation, agility, and inclusivity—but then expect teams to thrive under rigid rules and outdated strategies. The truth? It's more complex than that. 🚨 What’s killing your team? ❌ Overloading them with rules and policies that stifle creativity. ❌ Expecting every employee to fit the same mold instead of valuing differences. ❌ Leading with control instead of trust. ❌ Applying a “one-size-fits-all” approach to leadership and development. 🔥 What companies should be doing instead: ✅ Hire for diverse perspectives, then actually listen to them. ✅ Cultivate curiosity—understand each team member’s unique strengths. ✅ Empower autonomy—give teams the flexibility to problem-solve in their own way. ✅ Lead with adaptability, not a rigid playbook. A thriving team isn’t built on control—it’s built on trust, adaptability, and leveraging the uniqueness of every member. 💡 What’s one outdated leadership practice you think companies need to ditch ASAP? Let’s start the conversation. #Leadership #TeamSuccess #WorkplaceCulture #Innovation #DiversityOfThought #FutureOfWork #coaching

Stop Managing People as Numbers. Start Valuing Them as Individuals. That’s the secret to building a thriving, engaged team. What to do as a leader: ✅ Establish shared values: ↳ Collaboratively create and communicate the core values ↳ Ensure these values guide every decision and behavior ✅ Foster open communication: ↳ Hold regular, open discussions where everyone can speak up ↳ Actively seek feedback—and act on it ✅ Create shared experiences: ↳ Organize team-building events and collaborative challenges ↳ Bring people together with meaningful activities ✅ Recognize individual contributions: ↳ Celebrate wins and milestones, both big and small ↳ Show people they matter ✅ Invest in personal growth: ↳ Offer mentorship and prioritize career development What to avoid as a leader: ❌ Forcing social interaction: ↳ Don’t make socializing mandatory—let it happen naturally ❌ Neglecting remote workers: ↳ Include remote team members in all engagement efforts ❌ Underfunding community-building efforts: ↳ Don’t treat team culture as an afterthought—it needs time and resources ❌ Relying only on top-down approaches: ↳ Empower your team to drive community, not just leadership ❌ Ignoring diversity: ↳ Recognize different needs and backgrounds—one-size-fits-all doesn’t work Treat your team like the individuals they are—not just another number. Be the kind of leader you wish you had. ♻️ Repost if you believe in creating better workplace cultures. #leadership #employee #BrianAlbert

How should you adapt your leadership style, or request for support from a leader, based on the situation? Leadership is not a one-size-fits-all skill. The situational leadership model, pioneered by Paul Hersey and Ken Blanchard, teaches us that the most effective leaders are those who adapt their style to fit the development level of the individuals or teams they are leading. And it also implies that the most successful team members are those who adapt their request for support from a leader based on the situation. This model breaks down leadership into four styles: 1. Directing (S1) - High Directive and Low Supportive Behaviour: Best for beginners needing clear instructions. 2. Coaching (S2) - High Directive and High Supportive Behaviour: Ideal for those with developing skills but lacking confidence. 3. Supporting (S3) - Low Directive and High Supportive Behaviour: Suitable for competent individuals who need encouragement and motivation. 4. Delegating (S4) - Low Directive and Low Supportive Behaviour: Effective for highly competent and motivated teams. Each style corresponds to a specific level of employee development, from low competence and commitment (D1) to high competence and high commitment (D4). 💡 Practical Tip: Evaluate the competence and commitment of your team members to determine the most appropriate leadership style. For instance, new hires may benefit from a more directing approach, while experienced staff may excel with delegation. 🔍 Reflective Question: Have you identified which leadership style you predominantly use? How could adjusting your approach help you achieve better results? 🚀 Leadership Challenge: Next time you assign a task, try to assess the readiness level of your team members and adapt your leadership style accordingly. Share your experiences in the comments below! 👥 If you found this valuable, please like, comment, and share your thoughts and experiences. 🚀 And for more content like this, please follow me at Dr Alan Barnard #LeadershipDevelopment #SituationalLeadership #ManagementSkills #ProfessionalGrowth #DrAlanBarnard #theoryofconstraints #impossibleunless