The energy and dynamics of a team can be greatly influenced by various internal and external forces. While one may not be facing life-and-death circumstances like Ernest Shackleton’s expedition to Antarctica, leadership opportunities are present in various aspects of everyday life. Two to three forces that often have a significant impact on a team’s energy are:
- Leadership Style and Culture:
- Managing it now: As the leader, one must set the tone for the team by exhibiting positive leadership qualities. Being approachable, supportive, and empathetic can foster a culture of trust and open communication. Regular check-ins with team members to gauge their well-being and address concerns can help manage the team’s energy.
- Influencing it through hiring practices: When hiring new team members, look for individuals whose values align with the team’s culture. Those who exhibit qualities such as adaptability, resilience, and a positive attitude. Conducting thorough interviews and reference checks can help identify candidates who are likely to contribute positively to the team’s energy.
- Workload and Task Distribution:
- Managing it now: One can ensure that workloads are fairly distributed among team members to prevent burnout. Regularly reviewing individual workloads and providing opportunities for team members to voice concerns about their workload can help balance the team’s energy.
- Influencing it through hiring practices: When hiring, consider candidates with diverse skill sets and strengths that complement the existing team. This would allow for more flexibility in task distribution and reduce the risk of overloading any one team member.
- Team Composition and Diversity:
- Managing it now: Embracing diversity within the team can lead to a wider range of perspectives and ideas. Which can positively impact the team’s energy and creativity. Encouraging inclusive practices, where every team member feels valued and heard, can harness the energy of a diverse team.
- Influencing it through hiring practices: During the hiring process, seek candidates from diverse backgrounds. Including those with different cultural, educational, and experiential perspectives. Promoting diversity and inclusion in job postings and outreach efforts can attract a broader range of candidates.
To influence these forces through hiring practices, one would implement the following changes:
- Clearly Define Desired Cultural Fit: When advertising job openings, I would explicitly outline the team’s culture and values, making it clear that we prioritize collaboration, open communication, and a positive working environment. During interviews, I would assess candidates not only for their skills but also for their alignment with these cultural values.
- Implement Skills and Personality Assessments: To evaluate how well candidates fit into the team’s dynamics, I would incorporate skills and personality assessments into the hiring process. These assessments can provide insights into a candidate’s ability to work collaboratively and their compatibility with the team’s energy.
- Diversity and Inclusion Initiatives: Actively seeking out diverse candidates and participating in recruitment efforts that target underrepresented groups can help improve the team’s composition. I would also invest in diversity and inclusion training for existing team members to create a more inclusive workplace culture.
To practice leadership style akin to crises management, even in less extreme situations, here are two or three things leaders must do differently:
- Effective Communication and Team Building:
- Current Approach: In my daily work, one may often communicate with teams via email, meetings, and messaging platforms. Try to be clear and concise, as sometimes it results in overlooking the importance of face-to-face interaction and building stronger interpersonal relationships.
- Change Required: To practice leadership, effectively commit to more regular and meaningful face-to-face interactions with team members. This might involve scheduling informal meetings, coffee chats, or team-building activities to strengthen personal connections. Effective communication isn’t just about transmitting information; it’s also about building trust and camaraderie within the team.
- Adaptability and Resilience:
- Current Approach: When faced with unexpected challenges or setbacks, one tends to focus on finding solutions quickly. While this is important, sometimes underestimate the emotional toll such situations can have on myself and my team.
- Change Required: This might involve acknowledging the difficulty of the situation, providing emotional support, and encouraging team members to express their feelings. Additionally, please embrace a mindset of adaptability and resilience, emphasizing that setbacks are opportunities for growth and learning.
- Empowerment and Decision-Making:
- Current Approach: One often make decisions that affect the team. While trying to involve team members in the decision-making process, sometimes end up inadvertently centralize authority and decision-making.
- Change Required: To practice leadership in crises, empower team members by actively involving them in decision-making processes and delegating responsibilities more effectively. This approach not only fosters a sense of ownership and accountability but also taps into the diverse skills and perspectives of the team, allowing for more innovative solutions to challenges.
As a result, one would lead by example, staying resilient, adaptable, and optimistic. In such dire circumstances, a leader’s demeanor can greatly influence the team’s mindset. We would face each challenge with determination and creativity, constantly adapting our plans as the situation evolves.
In conclusion, leadership style would focus on assessing the situation, maintaining open communication, and continuously working towards a solution. All while ensuring the team remains motivated and well-prepared for any challenges that may arise.
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