Tanveer Naseer

Leadership Coach, Speaker, and Writer

6 Steps To Strengthen Team Cohesion

Learn about 6 steps leaders can take to strengthen team cohesion to boost employee productivity and drive organizational growth.

If there’s one point all of us can agree on today, it’s that we’re living in increasingly divisive times.

As a writer, I can certainly appreciate the irony of this statement. But as a leadership expert, it also highlights a critical function leaders need to play both to drive organizational growth, as well as to boost employee productivity.

While those efforts to divide us as opposed to discovering those commonalities that bind us together might seem to be more an issue within the political and social issues realm, organizations are clearly feeling the effects of these forces within their workforce.

And this is something leaders need to be mindful of if they are to continue to foster conditions necessary for ensuring people can work together effectively towards the achievement of a common goal.

As such, here are six steps that will help you strengthen team cohesion, regardless of what storms might be looming outside your organization’s walls.

1. Draw clear lines between what your team does and the shared purpose of your organization
One of the best ways to strengthen team cohesion is helping your employees to view their efforts within the context of the larger vision of the organization. After all, it’s easy to care about our contributions, but what about the contributions their fellow team mates make? Of course, when people don’t carry their load or if they make a mistake that impacts the whole team, it’s easy to care (or more likely get upset).

But team cohesion is about getting everyone on the team to consider the whole along with the individual parts. In other words, when you communicate and lead your team using your shared purpose as your compass, everyone wins [Twitter logoShare on Twitter].

2. Ensure employees get real-time feedback to help assess their performance
There’s a common consensus amongst the various studies on employee engagement that leaders need to be giving more feedback to their employees. But another thing leaders should be doing to strengthen team cohesion is promoting conditions that encourage employees to give each other feedback in real-time, and not just as part of some 360 annual review.

Getting real-time feedback from your peers fosters greater clarity about how various team members are perceived to improve contributions and involvement. Ensuring your team members get feedback from their colleagues will also reduce Click here to continue reading »”6 Steps To Strengthen Team Cohesion”

4 Critical Leadership Traits That Drive Success And Growth

Learn about 4 critical leadership traits you need to have in order to motivate employees to help drive organizational success and growth.

This past summer, my daughter Malaika worked at her first summer job, which also happened to be her first time in a true leadership role. As one of two co-ordinators of her high school’s orientation camp, she was not only responsible for managing the various activities to help new students become more familiar with the school, but she was also in charge of overseeing the 24 camp mentors who were there to support the new students.

Although Malaika came home every day exhausted from a long, busy day, I couldn’t help but notice a transformation in how she recalled her experiences – where at the beginning of camp, she felt frustrated and a bit discouraged, but as the camp went on, she was more enthusiastic and excited about what had happened that day.

As she talked about her experiences being a leader for the first time, I realized that she had learned about 4 critical traits that we need to succeed at leadership; characteristics that are worth re-examining now that summer is over and many of us have a renewed focus to drive growth in our organization:

1. Take the initiative in asking others for feedback
One of the biggest concerns Malaika had early on was whether she was doing enough to support the 24 camp mentors under her care. Some times, she worried that she was speaking too much and other times, she wondered if she didn’t give her team enough insight or guidance on what to do.

To address her concerns, Malaika decided to speak to some of the camp mentors she didn’t know very well to get their impressions of how she was doing. As it turned out, the camp mentors were not only happy with the job that she was doing, but they appreciated that she wanted to know what they thought.

By being pro-active in seeking feedback from her team, Malaika sent a clear message to the camp mentors that she genuinely cared about their opinions and wanted to know if her efforts were as helpful as she thought they were.

And this effort reveals the first critical leadership trait: our ability to grow as leaders is dependent on our willingness to get feedback from those we lead [Twitter logoShare on Twitter].

2. Don’t hesitate to roll up your sleeves and get your hands dirty
One of the reasons why Malaika often came home exhausted from her summer job was not only because she had many logistics and personnel to oversee, but she often found herself running around to lend a hand to one of the mentors, or cleaning up after an activity to allow the mentors to spend more time with their kids to foster those mentor-mentee relationships, or even just helping with getting kids in the different groups motivated to participate.

As Malaika told me about these different tasks she did over the course of the day, I asked her what compelled her to jump in – did the supervising teachers ask her to do it? She just replied matter-of-factly, “I just saw that there was something that needed to be done and so I did it”. Click here to continue reading »”4 Critical Leadership Traits That Drive Success And Growth”

Why Leaders Should Depersonalize Communication

Researchers have found leaders are more effective in how they communicate when they depersonalize the message. Learn what this means and how to do it.

The following is a guest piece by Dr. Derek Roger and Nick Petrie.

It’s not what you do, it’s the way that you do it

Talking comes so naturally to us we tend to forget just how much skill is involved. Even when we’re speaking fast, every word is selected as the appropriate one, from a huge collection we have stored in our brains. We weren’t born with language; all the words, and the rules governing them, had to be learned.

Spoken language, together with the gestures to go with what we’re saying, are what constitutes communication. It is at the heart of what it means to be human, but it all goes wrong when we’re less selective about when, how and what we communicate.

Let’s use a simple illustrative example, from the world of work: you’ve just completed a short proposal for a contract, a task you haven’t done before, and your boss is reading through it. How does she respond? The reply you’re likely to dread, especially if this all takes place in front of your colleagues, is along the lines of “You’ve done a pretty bad job of this. Didn’t they teach you anything at college?”

Unfortunately, feedback to direct reports often carries this kind of blaming tone, and it is hardly surprising that so many engagement surveys highlight the negative effects of poor communication. One solution is to provide communication skills training, but the negative ratings often persist.

The reason is that the principles of conventional communication skills programs may be quite ambiguous. Eye-contact is an example: the rule is that you should maintain eye-contact for a certain percentage of the time, to indicate continued interest, but if it’s maintained for too long the conversation starts to feel like an interrogation!

On the other hand, if you’re conveying complex information, people might break eye-contact because they’re reflecting on what you’ve said, not because they aren’t attending.

Listen, just wake up!

So what can be done to improve communication skills? Click here to continue reading »”Why Leaders Should Depersonalize Communication”

My Top 10 Leadership Insights For 2016

A look back at my Top 10 leadership insights from 2016 and the common themes they reveal about how leaders can be successful in 2017.

There’s no question that the start of a new year brings to mind notions of new beginnings and a chance for a fresh start. Of course, as much as we might be eager to set our sights ahead into 2017 and envision all the possibilities and goals we might achieve, it’s worth taking the time to look back on the year that was and what we learned along the way.

It’s from that vantage point that I sat down to put together my Top 10 leadership insights for 2016 as determined by you, the readers of my leadership blog. In putting this list together, it’s always interesting to see which of my pieces were the most popular with my readers, and where I might differ in terms of which articles I’d put in a list of my Top 10 favourite leadership articles for 2016

For example, as a Star Trek fan, I’d definitely include my piece “4 Important Leadership Lessons From The Final Frontier” that celebrated Star Trek’s 50th anniversary in 2016, a piece which came close, but didn’t quite make the Top 10 list of my readers’ most favourite pieces.

What’s also interesting about this process is how certain threads or themes begin to emerge that serve to shine a light on what issues or challenges today’s leaders are most interested in learning more about. Looking at the list of 10 leadership insights found below, it’s clear that many leaders are interested in learning how to develop stronger relationships with those under their care; that their focus is increasing on how to empower their employees to bring their full selves to the work they do.

It’s an encouraging sign, and certainly a great way to begin a new year.

And so with that, here now are my Top 10 leadership insights as selected by the readers of my award-winning leadership blog:

Leadership Insight #10 – Empathy allows us to bridge the gap between how we see things and how others experience them. [Share on Twitter]

“Through our empathy, we’re able to move beyond the binary attitude of “I’m right/you’re wrong” which can impede any initiative from moving forward, to one that’s driven by the desire to discover that common ground we share with one another so that we can promote collaboration and foster sustainable growth.

It’s a truth that becomes all the more obvious when we remember that the key to your organization’s success and future prosperity is no longer based solely on the processes and technologies found within your company’s walls, but within the talents, insights, and experiences of those you lead. Something that one can tap into only if we create conditions where people feel connected to what they do and to those around them, as well as being a part of the shared purpose that defines your collective efforts.

But how do we know if we’re truly being empathetic in our leadership? How can we tell if we’re creating conditions that allow all of our employees to succeed and thrive, as opposed to a select few like our ‘star players’ or those we personally relate to?”

Read more on this leadership insight here: A Timely Reminder Of The Power Of Empathy In Leadership

 

Leadership Insight #9 – When we lead only by authority, our focus is only on ourselves and not on how to empower others. [Share on Twitter]

“Now I’ve written before about the importance of building relationships with those we lead and one of the key reasons for that is to help us better understand our employees’ needs, and of what will best motivate them to bring their best efforts to the table. It’s through such efforts that we’re able to influence others because we’re able to connect our vision or ideas to things that our employees would care about as well.

Again, as leaders, your employees do have to follow your lead and that alone is a sign of your authority. But getting people to believe in your vision, in the goals you want to achieve requires influence, something we don’t have a right to simply because of our title or role. Rather, it’s something we have to earn by gaining the trust and respect of those we have the responsibility to guide and support so that they can succeed in their collective efforts.”

Read more on this leadership insight here: Is Your Leadership Based On Influence Or Authority?

 

Leadership Insight #8 – The power of relationships is that it allows us the freedom of knowing we don’t have to go it alone. [Share on Twitter]

“One of the truisms of modern-day leadership is that as leaders, we can’t expect to have all the answers. Of course, the corollary to that axiom is that leaders shouldn’t be afraid to ask or accept a helping hand from those they lead. After all, how can we help those we lead to grow if we don’t value their ability to offer a helping hand?

How can we encourage our employees to challenge their Click here to continue reading »”My Top 10 Leadership Insights For 2016″

5 Reasons For Regular Customer Service Performance Reviews

5 key reasons why leaders should be doing regular reviews of customer service performance and how this can drive future growth and success.

The following is a guest piece by EMEA Marketing Director Monika Götzmann.

The level of customer service you provide can go a long way towards determining whether your business is a success or failure, which is why companies invest so heavily in training and customer service courses.

Nevertheless, training your staff to deliver great customer service should be a continuous process. Here, we look at the facts and explain why it is imperative that skills and performance are reviewed regularly. Click here to continue reading »”5 Reasons For Regular Customer Service Performance Reviews”

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