Tips for Empowering Team Members with Servant Leadership

The greatest leaders don’t control, they empower. 5 ways to empower your team effectively: — 1. Delegate decision making Letting employees own their actions is a superpower for: - Building trust - Growing confidence - Developing decision-making skills Vulnerable share: I HATED and felt ashamed when I was being a micromanager and didn’t empower the team. I felt insecure about the team being able to perform at the level we needed to scale and avoid burnout. Big mistake, big lesson learned the hard way. Give authority to your team members on projects or tasks they have expertise in. The more they get to decide → the better they’ll perform. — 2. Recognize and reward initiative Public acknowledgment in meetings and tangible rewards motivate employees. Create recognition programs that reward taking initiative, problem-solving, and innovation. We used Bonus(dot)ly (amazing tool, a must in my view), to help teammates recognize each other based on our core values. Awesome feature with tokens that you accumulate for rewards! Everyone needs to know their extra efforts aren’t going unseen. — 3. Invest in professional development Your team doesn’t want to do any more frickin LinkedIn learning courses. They invest more effort when they know you actually care about their growth. If I could go back in time, I would hire WAY more coaches/consultants for each area of the company that we wanted to master. Why on Earth did I try to solve so many things on my own, with SO many experts out there? — 4. Foster a culture of feedback: Tension is low when feedback flows freely in a company. This is something that I don’t regret. We were extremely open and yet candid with constant feedback. Anyone could challenge anyone (even the guy/girl from CS to the CEO), if it was done with solid facts and respect. We all acted as equal share-holders. The best feedback follows a simple structure: - Regular not random - Focuses on behavior, not personality - Future facing, not dwelling on the past And always aligned with the companies best interest and mission. — 5. Establish clear goals Empowerment doesn’t mean a free-for-all. Most of the times we felt that the team wasn’t internally aligned, was when the incentives and goals weren’t clear nor aligned between areas of the company, and the company’s long term. Let team members operate autonomously with: - Clear goals - Defined boundaries - Achievable milestones Most people “know” about the SMART goals concept, and yet when we analyze their goals, I usually see undefined or difficult to measure goals. Don’t overlook Specific, Measurable, Achievable, Relevant, and Time-bound goals. This allows for autonomy while still being aligned with company objectives. — If you’re ready to empower your people through your leadership…. Apply these 5 steps immediately. Your team members will thank you. — Repost ♻️ to your network to share, and follow Ignacio Carcavallo for more like this.

Unleash Hidden Leaders: 7 Ways to Empower and Enable Your Tech Team to Lead 🚀 In a dynamic tech environment, empowering every team member to lead can significantly enhance innovation and efficiency. But how can you develop leadership skills in team members who aren't in formal leadership roles? Here's a checklist to guide you: 1) Provide Opportunities for Decision-Making Leaders can delegate decision-making to team members, starting small and scaling up, such as allowing a senior developer to shape a project's technology stack, building skills, confidence, and engagement. 2) Encourage Presiding Meetings or Workshops Allowing team members to lead stand-up meetings, technical reviews, or workshops can enhance their leadership skills and develop public speaking and technical expertise. 3) Establish a Mentorship Pipeline Establishing a mentorship pipeline where experienced professionals guide less experienced team members can boost career and leadership skills. Ensure your team feels supported, even when they take risks and fail. 4) Get Your Team Involved Involve team members in cross-functional projects to enhance their understanding of the business and develop leadership qualities, improving their ability to lead without formal authority. 5) Recognize and Give Feedback Acknowledge and reward initiative and leadership behaviors to motivate individuals and set benchmarks for others. Use regular peer feedback tools to recognize leadership efforts, with higher management acknowledging these achievements. 6) Encourage Ownership and Initiative Encourage team members to take ownership of tasks and projects, fostering responsibility and initiative. Ask team members about the impact of their projects and how to amplify it. 7) Delegate Tasks and Projects Empower your team by delegating meaningful tasks and projects, building trust and allowing individuals to demonstrate their leadership capabilities. By integrating these steps into your management strategy, you empower every team member to emerge as a leader, capable of steering the ship even in your absence. Ready to see your team excel? Let’s get started! #TechLeadership #TechnologyLeadership #Technology #Leadership #PersonalDevelopment #Management

Do You Make Your Team Feel Safe in Their Workplace Environment? In today's workplace landscape, effective leadership is more crucial than ever. Introducing the S.A.F.E.T.Y. Model – a framework designed to ensure leadership meets the diverse needs of our people, fostering an environment of trust and growth. Let's break it down: S - Security: Providing a secure work environment is paramount. Ensure physical safety measures, cybersecurity protocols, and a culture of inclusivity that empowers everyone to voice concerns. A - Autonomy: Empower your team members to make decisions and take ownership of their work. Foster an environment where they feel trusted and valued for their contributions. F - Fairness: Promote equity and transparency in all aspects of leadership. Fair treatment, unbiased decision-making, and clear communication are key components. E - Esteem: Recognize and appreciate the unique strengths and talents of each team member. Encourage a culture of mutual respect and appreciation. T - Trust: Trust is the cornerstone of any successful team. Build trust through open communication, consistent actions, and genuine care for your team's well-being. Y - You: As a leader, you set the tone. Lead by example, embodying the principles of the S.A.F.E.T.Y. Model in your actions and decisions. Practical Tips: Active Listening: Take the time to listen to your team members. Actively engage in conversations, ask for feedback, and address concerns promptly. This fosters an environment of open communication and shows that their voices are valued. Training and Development: Invest in the growth of your team. Provide opportunities for skill-building, mentorship, and career advancement. When individuals feel supported in their professional development, they are more likely to feel secure and valued. Research Reference: (Johnson, S. E. (2009). The impact of workplace empowerment, organizational trust on staff nurses' work satisfaction and organizational commitment. Health Care Management Review, 34(4), 352-360.) Hashtags: #LeadershipModel #WorkplaceSafety #TeamEmpowerment #EffectiveLeadership #Lead How are you incorporating these principles into your leadership style? Share your insights below! 🌟

This week’s leadership tip is on being accessible to your team. This is a fundamental aspect of my leadership philosophy at CITY Furniture. As a servant leader, I want to ensure that I’m always available (during work hours) if the team needs me. We have over 35 CITY stores, 4 warehouses, 2 HQ’s and remote associates across the country. So it’s hard to be everywhere. That’s why I give out my personal cell phone, it's my way of saying “If you need me, I’m there for you." And even though we work all over the state, I’m just a call/text away. No matter the strategy, it's important to be accessible to your team! Here's why it matters: 1️⃣ Efficiency: Time is a precious resource. By providing direct access, we eliminate unnecessary layers and streamline communication channels. This allows for unfiltered insights, ensuring that I am aware of challenges, opportunities, and innovations on the ground level. Associates can hit me up directly, tackling challenges in real-time, and nipping potential problems in the butt. Yes, they usually go through their leadership first but if they feel it’s important for me to know, I encourage all associates to reach out.  2️⃣ Improves Communication: Helps foster better communication throughout the organization. I hope this simple gesture rubs off on our leadership teams and promotes good communication across departments.  3️⃣ Problem Identification and Solutions: Expedites the identification and resolution of problems, preemptively addressing challenges before they escalate to my level. When associates see how ready I am to problem solve & accept feedback, it fosters a similar proactive problem-solving culture within individual departments. I’ve seen this culture really improve over the last few years.  4️⃣ Promotes CITY Family: This fosters our corporate value of Family Spirit. The messages I receive often convey positive news, such as achieving sales records, improving customer reviews, personal milestones like weddings, etc. And during challenging times, offering my sincere support creates a meaningful and supportive environment. I love the one-on-one relationship that this allows me to have with the team. 5️⃣ Leading through empathy: The most important thing to me is that all CITY associates know I care about them and their wellbeing. It’s one of my top priorities. I want everyone to love their job and crush it. Nothing hurts my heart more when an associate doesn’t feel like we’re taking care of them properly. While it's not always possible to prevent every issue, being accessible to the team allows me to stay informed and promptly address any challenges that may arise.   Now, I want to learn from you! How do you foster accessibility and open communication in your organizations? Share your insights, strategies, or any success stories that have propelled your teams forward. #cityfurniture #leadership #entrepreneur #growthmindset #business #leanmanagement #thoughtleadership #buildingrelationships #servantleadership

Another in a series of "Thought of the Day" - Servant Leadership is Real, and it Works! Two weeks ago, I posted an update to a post I did weeks ago about the growing leadership tree that has emanated from my old company, Massey Knakal Realty Services. As it turns out, there are a remarkable 22 investment sales companies, or divisions of companies, that are owned by, or run by, folks who learned the business at MK. I don't know of any other company with such a track record in one market. Comments and tweets on social media were numerous; the amount of emails, DM's and phone calls I have received has been overwhelming. People want to know how we were able to achieve this track record. It was a combination of an intensive focus on coaching, training, and a leadership approach that has its fundamentals in Robert Greenleaf's Servant Leadership concept. Servant leadership has several aspects that create an environment where people learn, grow confident, and excel. Some of these things include having an open and transparent environment in which employees are empowered and respected. One where meaningful feedback is provided to teammates regularly and there is a sharing of power within the system. Employees are encouraged to share their opinions and their insights with their colleagues and to feel free to challenge the norms with new ideas. We pushed employees by setting big goals for them and working with them to achieve those goals. We focused on coaching and mentoring them and asked their opinions on big decisions, making people feel as if they were part of the decision-making process. This put them in a position where they were more bought into the results of that decision-making process. We listened to suggestions, we explained reasons behind the decisions we made, and used the word “because” all the time when explaining why certain strategies and tactics were being implemented. Most importantly, our approach revolved around serving the team and bringing out the best in them. We motivated them to do outstanding work and we put their needs ahead of our own. Through our constant training and coaching, we helped people develop, and perform, as highly as they possibly could. We helped teammates grow, attain confidence, and harness their maximum potential. We constantly asked them what they needed from us. “What can I do to help you win business today?” was said on almost a weekly basis around the office. We promoted both professional and personal development. We instilled a “You can do anything you put your mind to” attitude. It is said that job satisfaction has everything to do with how important people feel their role at the firm is in helping the firm fulfill its mission and reach its objectives. We constantly shared with everyone, from the receptionist to our top producers, how their contributions contributed to the big picture and how important they were to the performance of the company. Continued in the comments #mondaymotivation

Leaders Take Out The Trash As a leader, it can become easy to think that certain "tasks" are beneath you. This is even truer when you start having success -- a better pay-day, your colleagues telling you what a wonderful job you are doing, awards, praise, etc. can easily go to your head and inflate your ego. To be sure, it is necessary that any good leader learn to delegate -- you can't and shouldn't try to do it all. Giving your team members freedom and autonomy are key to their own thriving and personal growth and the success of your organization. Being willing to take out the trash speaks to a certain mindset and spirit in the way that you work for and with your team. Here are three ways that this plays out: Servant -- are you being a servant with your team members? This can mean helping them with tasks when they are in a bind; going to bat for them with higher-ups and bureaucrats; stepping in when you can see that the team member is overwhelmed, even when they won't step in themselves. Are you looking for ways to serve others or for others to only serve you? Example -- John Maxwell's Law of the Mirror says that "people do what people see." Nothing is truer. If there is a task that you wish that someone else would do more often or better, the best way to inspire them to do it is to do it yourself and in front of them. They will subtly get the message that this isn't beneath you and it is not beneath them either. Responsibility -- an almost endless amount of things can wrong on any given day. Taking out the trash sometimes means cleaning up the messes that inevitably arise from these problems. But taking out the trash in this way goes beyond the immediate short-term fix -- for instance, do you need to come up with a better system so the problem isn't repeated? Does your team need more resources which may require an investment of time, money, or both? And are you willing to commit to the investment (ironically, investments of money are usually easier to implement than investments of time). Leaders who take out the trash are humble, winsome, and likeable. In your own life, they are type of people that you almost always admire and respect and want to go the extra mile for, because you see them going the extra mile for you and the organization. Be eager to take out the trash whenever you can.

For 20+ years, I have led high-performing teams. Ready to find out how I do it? There are many possible actions a leader can take to create successful teams, from scheduling 1:1s... to encouraging risks... to celebrating wins. Each action stacks on top of another, allowing for powerful results. Unfortunately, the sheer number of possible actions can feel confusing, if not overwhelming. I have found it helpful to group different actions into the following categories: 🚀 Engage 🚀 Educate 🚀 Empower And I ask myself the following question: 🚀 Which is the result that I want to affect? Engage A happy team is an engaged team. If you want each person to feel connected, motivated, and valued, then you must create a positive and inclusive environment. • Build trust through reliable, consistent, and authentic interactions. The team needs to know that your actions and words align with one another. • Communicate with transparency. People are quite adept at sensing half-truths and hidden information, which result in worry and gossip rather than focusing on tasks. • Motivate by acknowledging and celebrating successes. • Set a recurring schedule of 1:1s. These are the most important meetings you can have with each person! Educate Prepare the team to meet current and future, unforeseen challenges with new skills and knowledge. There must exist a culture of continuous learning. • Identify gaps, and then train, coach, and set new challenges. You want to minimize missing skills, knowledge, and experience. • Provide feedback, both the positive and the negative. Successes become repeatable actions. Failures are remedied. • Create opportunities for each person to advance towards their professional goals. • Share knowledge with the free flow of information between employees. Encourage questions and create a written repository of documented knowledge accessible to everyone. Empower Individuals should have the knowledge and inspiration to solve hard problems. They should own the outcomes. • Foster an environment of autonomy, allowing each person to work independently toward goals. • Give support as the team works towards goals. However, do not micromanage! There are many paths to reach a goal, not one path set by you. • Provide the tools for each person to succeed in their role. • Recognize each person's unique strengths, and provide opportunities for projects, tasks, and responsibilities that tap into the strengths of the individual. These three points have constituted my leadership strategy for years and years. It provides the right framework to pinpoint what results I want to achieve for a more successful, resilient team. PS. Which of these categories would help your team the most? 🔔 Follow Chris Cotter for more on #leadership.

I was fortunate to work with some other Senior Leaders to teach a Leadership class where we focused on empowering front-line leaders with practical tools to ignite their teams' potential and inspire superior business results. Here are four simple yet impactful steps we emphasized: 1️⃣ Connect the Dots It's crucial to ensure every team member understands how their daily efforts contribute to the organization's overarching goals. When everyone sees the bigger picture, motivation and alignment skyrocket! 2️⃣ Goal-Driven Empowerment Embrace a quarterly goal-setting approach where team members are empowered to set both professional and personal growth goals. This fosters ownership, accountability, and continuous improvement. 3️⃣ Regular Check-ins Establishing regular check-ins isn't just about discussing goals; it's about nurturing strong personal connections. These interactions build trust, enhance communication, and pave the way for collaborative success. 4️⃣ Feedback & Recognition Leverage intentional and continuous feedback, recognition, and communication to uplift and inspire each team member. Acknowledging their efforts fuels morale and fosters a culture of growth and excellence. While these steps may seem straightforward, they're often overlooked in the hustle and bustle of leadership. However, investing in these foundational practices can unlock your team's full potential and inspire remarkable results. Let's commit to prioritizing these fundamental principles and watch as our teams soar to new heights! 💼✨ #LeadershipDevelopment #TeamEmpowerment #BusinessSuccess #ContinuousImprovement

Let’s talk about a topic every leader comes across... Motivating Team Members who are Struggling. So, how do you uplift someone who’s hit a rough patch? I’ve had my fair share of managing diverse teams, and let me tell you, it’s both a rewarding and challenging experience. So, how do you uplift someone who’s hit a rough patch? Let me share what has worked for me: One-on-One Conversations: The first step is always to understand what's going on. So, I take time to have a personal chat. It’s a no-judgment zone where we talk about what’s bothering them. Identify the Root Cause: After a heart-to-heart talk, I aim to identify the main issue. Is it a skill gap, a personal problem or something else? Knowing this helps tailor the action plan. Provide Support and Guidance: Based on the issue, I offer resources. This could be additional training or even speaking to HR about flexible hours. Empower Them: One of the best ways to build confidence is to give them a project where I know they can excel. It helps them, and it helps the team. Reconnect Them to the Vision: Sometimes all it takes to spark motivation is to remind them why we’re all here. I try to realign them with our organizational goals. Challenge Them: I’ve found that a well-placed challenge can wake people up. I might assign them a project that’s a bit out of their comfort zone but within their capabilities. Encourage Peer Support: I try to foster a culture where everyone supports each other. Often, a morale boost from peers is incredibly effective. Recognize Efforts: A quick shoutout in a meeting for a job well done can go a long way. Recognition is a big deal. Offer a Break: When it's obvious that burnout is the culprit, sometimes a day off is the best remedy. Regular Follow-Ups: This is crucial. One meeting won’t solve everything. I continue to check in to make sure they're on the path to improvement. Let's face it, everyone hits a rough patch. Our job as leaders is not just to lead but to uplift. "The function of leadership is to produce more leaders, not more followers." - Ralph Nader #LeadershipSkills #TeamManagement #EmployeeMotivation #EffectiveLeadership #WorkplaceCulture

Only 31% of employees are enthusiastic about their work. As a middle manager, you play a pivotal role in boosting your team's engagement and enthusiasm. Here's how you can inspire and empower your team: 🌟 Trust & Empower: Involve your team in decision-making processes whenever possible. This fosters a sense of ownership and responsibility, motivating them to take initiative. 🌟 Celebrate Feedback: Encourage a culture of frequent and constructive feedback. It promotes continuous learning and growth, essential for your team's development. 🌟 Connect 'Why' to Vision: Share the company's vision and explain how your team's contributions matter. This sense of purpose can be a powerful motivator. 🌟 Offer Development: Advocate for training and development opportunities for your team. It signals your commitment to their growth and increases their loyalty. 🌟 Recognize & Praise: Acknowledge achievements, both big and small. A simple 'thank you' can go a long way in boosting morale and motivation. 🌟 Promote Diversity: Embrace diverse perspectives within your team. It enriches the work environment, prompts healthy debate, and drives innovation. 🌟 Encourage Collaboration: Foster teamwork on projects. It builds a sense of community and belonging while accelerating learning. 🌟 Challenge Comfort Zones: Push your team members to expand their skills and explore what they think is possible. It promotes growth and enthusiasm. 🌟 Cultivate Inclusivity: Ensure all voices are heard during discussions and meetings. Create space for quieter team members to speak up. Be the leader who serves, empowers, and inspires. And watch your team's engagement skyrocket!