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🌟 Excited to share the 4 T's of Leadership! 🌟 Tell them: Communication is the cornerstone of effective leadership. Sharing a clear vision, goals, and expectations is key. When faced with a challenge, don't shy away—communicate openly. For instance, during a team meeting, articulate your objectives, ensuring everyone is on the same page and motivated to achieve success together. Transparency fosters trust and alignment! Teach them: Empower your team by imparting knowledge and skills. Be a mentor and provide opportunities for growth. Consider organizing workshops or training sessions to enhance their capabilities. By investing in their development, you cultivate a culture of continuous learning. For instance, initiate a skill-sharing session where team members can teach each other, fostering a collaborative learning environment. Trust them: Trust is the bedrock of a strong team. Demonstrate confidence in your team's abilities, allowing them to take ownership of tasks. When a team member proposes a new idea, give them the autonomy to implement it. Trusting your team fosters innovation and boosts morale. An example could be assigning a project and letting the team decide on the best approach, encouraging creativity and ownership. Thank them: Recognition goes a long way. Acknowledge and appreciate your team's hard work. A simple thank-you note or a shout-out in a team meeting can make a significant impact. Recognizing individual and collective achievements builds a positive and motivated work environment. Share success stories publicly, highlighting the efforts of team members to inspire others. Leadership is about creating an environment where everyone feels heard, valued, and motivated to contribute their best. Implementing the 4 T's can transform your leadership style and elevate team dynamics! 🚀 #Leadership #TeamBuilding #ProfessionalDevelopment

Today I'm sharing practical, actionable steps you can take to implement Connected Leadership as part of your leadership style. Let's get right to it: ✴ Schedule regular one-on-one meetings to understand your team members' goals and challenges. This is particularly important on remote teams because you're not necessarily getting the same amount of face time as in-person teams if you don't plan for it. ✴Encourage your team members to build professional networks within and outside your company. Aim to create opportunities for cross-departmental collaboration and knowledge sharing within your company. ✴Implement an open-door policy and ensure your team can get access to you. If you work with a dispersed team, make sure you offer specific options for different time zones. ✴Actively seek diverse perspectives in decision-making processes. If you're not getting feedback from certain team members, find out why. It might be a lack of psychological safety, and that means trust might be an issue on your team. ✴Provide training and resources that develop problem-solving skills and flexibility. Encourage a team culture where experimentation and learning from failures are valued. Everyone will benefit from a growth mindset. ✴Delegate responsibilities and trust your team members to make decisions within their expertise. (For more on delegation, watch for our time management for leaders mini-course launching in June. We've included a section specifically on tips for delegating.) ✴Adopt and train your team on digital tools that facilitate collaboration. Stay updated on emerging technologies and integrate them as needed. ✴Clearly articulate your team's vision and goals. Involve the team in setting and refining these goals to ensure alignment and commitment. ✴Support professional development through training and educational opportunities. Promote a culture of continuous improvement and learning among your team, especially if your role is within a Learning & Development, Organizational Development, or Human Resources team -- set the example for the rest of the company. Tomorrow, I'm going to share a few case studies about leaders who use Connected Leadership in their every day. You might be surprised who's using it! #Leadership #Team #Goals #LaTourLeadershipAcademy

The TRUST Model for High-Performance Teams #TeamBuilding The T.R.U.S.T Model Credits to Russ Hill, follow him for more valuable models. The TRUST Model emphasizes trust as the foundation for effective collaboration, communication, and team success. Here are its key components: Transparency: Open, honest communication where team members share thoughts and concerns without fear. Respect: Fostering a positive environment by valuing diverse perspectives and contributions. Understanding: Building strong relationships through empathy and recognizing each other’s strengths and weaknesses. Support: Enhancing team cohesion by offering help and celebrating successes. Teamwork: Collaborating towards common goals and leveraging each other’s strengths. AO Globe Life’s Agency Team Development AO Globe Life focuses on teamwork and leadership development, creating a supportive environment for agents. Key aspects include: Training and Development: Continuous programs to enhance skills and knowledge. Mentorship and Coaching: Experienced leaders guide new agents through challenges. Recognition and Rewards: Acknowledging outstanding performance to foster motivation. Communication and Collaboration: Regular meetings and open channels for effective collaboration. Goal Setting and Accountability: Clear goals and accountability measures to drive focus and achievement. Integrating the TRUST Model at AO Globe Life Integrating the TRUST Model into AO Globe Life’s leadership activities can bring numerous benefits: Enhanced Collaboration: Transparency and open communication lead to better problem-solving and innovation. Stronger Relationships: Mutual respect and understanding create a cohesive, supportive team environment. Increased Motivation: Support and encouragement boost morale and productivity. Improved Performance: Effective teamwork results in achieving team goals. Positive Work Culture: A culture where team members feel valued and empowered. Conclusion Incorporating the TRUST Model into AO Globe Life’s leadership activities can significantly enhance team performance and success. Prioritizing transparency, respect, understanding, support, and teamwork creates a high-performance team that thrives in a collaborative and positive environment, benefiting both individual members and the organization as a whole. #LeadershipDevelopment #MentorshipMatters #CareerGrowth #HighPerformanceTeams #TeamBuilding #LeadershipSkills #CareerSuccess #ProfessionalDevelopment #TeamLeadership #MentorAndMentee #LeadershipGoals #CareerAdvancement #TeamSuccess #LeadershipJourney #MentorshipPrograms #CareerCoaching #TeamCollaboration #LeadershipExcellence #CareerMentoring #TeamEmpowerment #LeadershipMindset #CareerPath #TeamSupport #LeadershipInAction #CareerDevelopment #AOglobelife

Discover the path to team success For a moment, I want you to imagine a work environment where your team isn’t just meeting but enjoying the time together and exceeding targets consistently. Picture it: a motivated and engaged team working together seamlessly toward a common goal. That vision is within reach. How do I know? You can imagine it. So the question becomes what’s getting in the way of the transformation you see in your mind’s eye. I’m sure there are several reasons, but one common challenge that creates a blockage is a disengaged team lacking motivation. This challenge leads to missed targets and a negative or toxic work environment and hinders your leadership ability to achieve desirable outcomes. In my experience in leadership development and team management, effective leadership is critical to a team’s success and organizational growth. Again, effective leadership includes leveraging your team and trusting them with the things you feel only you can do or handle. This trust is vital for your managers within the team to feel empowered to do their job. By developing your new manager’s skills, specifically directing and delegating, creating motivating environments, and developing talent, you help the manager feel empowered to transform the work environment. This shift, paired with coaching, can lead to a highly motivated and cohesive team collaborating effectively to achieve desirable results. So, is the time investment in developing your managers worth it? I’ll leave you to answer that question for yourself. At the same time, I’ll state the obvious: your investment will benefit your manager and have a ripple effect on the entire team, leading to improved performance and a positive work culture.  How much would that be worth to you and your organization? In the next post, I’ll discuss the long-term benefits of creating a motivated and high-trust team within your organization. Today, reflect on how enhancing your manager’s skills can positively impact your team dynamics. Share your thoughts in the comments, and stay tuned. #TeamSuccess #EffectiveLeadership #NewManagerTraining

Discover the path to team success For a moment, I want you to imagine a work environment where your team isn’t just meeting but enjoying the time together and exceeding targets consistently. Picture it: a motivated and engaged team working together seamlessly toward a common goal. That vision is within reach. How do I know? You can imagine it. So the question becomes what’s getting in the way of the transformation you see in your mind’s eye. I’m sure there are several reasons, but one common challenge that creates a blockage is a disengaged team lacking motivation. This challenge leads to missed targets and a negative or toxic work environment and hinders your leadership ability to achieve desirable outcomes. In my experience in leadership development and team management, effective leadership is critical to a team’s success and organizational growth. Again, effective leadership includes leveraging your team and trusting them with the things you feel only you can do or handle. This trust is vital for your managers within the team to feel empowered to do their job. By developing your new manager’s skills, specifically directing and delegating, creating motivating environments, and developing talent, you help the manager feel empowered to transform the work environment. This shift, paired with coaching, can lead to a highly motivated and cohesive team collaborating effectively to achieve desirable results. So, is the time investment in developing your managers worth it? I’ll leave you to answer that question for yourself. At the same time, I’ll state the obvious: your investment will benefit your manager and have a ripple effect on the entire team, leading to improved performance and a positive work culture.  How much would that be worth to you and your organization? In the next post, I’ll discuss the long-term benefits of creating a motivated and high-trust team within your organization. Today, reflect on how enhancing your manager’s skills can positively impact your team dynamics. Share your thoughts in the comments, and stay tuned. #TeamSuccess #EffectiveLeadership #NewManagerTraining

7 Unconventional Tips for New Managers Starting a new management role is like setting sail on an uncharted sea. You've read the books and attended the seminars, but nothing truly prepares you for the unpredictable voyage of leadership. Here are seven unconventional tips, the hidden gems of leadership, no one tells you: 1. Embrace Vulnerability   - Being a manager doesn't mean having all the answers. Admit when you don't know something, and ask your team for their input. Vulnerability fosters trust and collaboration. 2. Celebrate Failure   - Failure is the compass that points to innovation. Encourage your team to take calculated risks. When things don't go as planned, celebrate the lessons learned. 3. Be a Matchmaker   - Connect your team members' skills with projects they're passionate about. A passionate team is a high-performing team. 4. Kill Useless Meetings   - If a meeting doesn't have a clear purpose or outcome, it's probably wasting everyone's time. Free up time for meaningful work by ruthlessly eliminating pointless meetings. 5. Radical Transparency   - Share as much as you can with your team, be it company goals, financials, or even your own career aspirations. Transparency builds a sense of belonging and purpose. 6. Unschedule Days   - Dedicate a day now and then to work on anything you like, no meetings or tasks. Creative freedom can lead to innovative solutions and happier team members. 7. Play More   - Encourage fun at work. Playful moments boost creativity, reduce stress, and strengthen team bonds. Remember, all work and no play makes for a dull and unproductive team. In the world of management, the uncharted path often leads to the most remarkable discoveries. These unconventional tips may not be in the management manuals, but they can set you on a course to being an exceptional leader. #ManagementMastery #LeadershipUnleashed #InnovateLeadSucceed #leadershipdevelopment #managerdevelopment #newmanager #teamwork

This week I’m polishing a talk I’m giving next month. As I work on it, I realize that in today’s world, being an effective team leader isn’t just about setting directions or driving business outcomes—it’s about fostering resilience, empathy, and adaptability within your team. 🔹 Empathy is Key: Understand the individual challenges and motivations of your team members. When leaders practice empathy, they build trust and inspire loyalty. 🔹 Embrace Change: It's a cliche, but the only constant is change, especially now. Adaptability isn't just a buzzword; it's a business survival skill. Leaders and teams must be ready to pivot and innovate constantly. 🔹 Continuous Learning: The best leaders are lifelong learners. Encourage knowledge sharing and create a culture where continuous improvement is valued. 🔹 Transparent Communication: Keep lines open and transparent. This reduces uncertainty and anxiety, especially in turbulent times. 🔹 Delegate and Empower: Delegating isn’t just about assigning tasks; it’s about empowering your team to take ownership and drive results. 🔹 Celebrate Wins: Small or big, celebrating milestones fosters a culture of appreciation and recognition. We take very specific actions for each of these points here at Sutherland Weston. For example, when it comes to continuous learning, we've purchased an office subscription to MasterClass so that team members could learn a new skill or delve deeper into an existing interest. Simple. Easy. Valued.  I’d love to know what you do to foster resilience and adaptability!

Mastering Team Management: Cultivating Leadership Skills As leaders, our responsibility extends beyond achieving individual success; it lies in empowering and nurturing the talents within our teams. Here are key strategies to elevate team management and foster leadership skills: 1. **Lead by Example**: Set the tone by embodying the values and work ethic you wish to see in your team. Your actions speak volumes, shaping the culture and expectations within the group. 2. **Effective Communication**: Clear, concise communication is the cornerstone of successful team management. Foster an environment where open dialogue is encouraged, ensuring everyone feels heard and understood. 3. **Delegate Wisely**: Trust your team members with responsibilities that match their strengths and expertise. Delegating tasks not only lightens your load but also fosters a sense of ownership and accountability among team members. 4. **Provide Feedback**: Regular and constructive feedback is essential for growth. Acknowledge achievements, address areas for improvement, and encourage continuous learning and development. 5. **Encourage Collaboration**: Cultivate a collaborative environment where team members feel comfortable sharing ideas, brainstorming solutions, and working together towards common goals. Recognize and celebrate collective successes. 6. **Embrace Diversity**: Embrace the diverse perspectives, backgrounds, and skills within your team. Recognize the value that different viewpoints bring to problem-solving and innovation. 7. **Empowerment and Trust**: Empower your team members to make decisions and take ownership of their work. Trust in their abilities and provide support when needed, allowing them to thrive and grow professionally. 8. **Lead with Empathy**: Understand and empathize with the challenges and struggles faced by your team members. Show genuine care and support, fostering a sense of camaraderie and mutual respect. 9. **Continuous Learning**: Encourage a culture of continuous learning and development within your team. Provide opportunities for training, mentorship, and skill-building to enhance individual and collective performance. 10. **Celebrate Success**: Celebrate milestones, achievements, and victories, both big and small. Recognize and appreciate the hard work and dedication of your team members, reinforcing a positive and motivating work environment. By implementing these strategies, we can not only effectively manage teams but also cultivate strong leadership skills that inspire and empower others to succeed. Together, let’s create environments where teams thrive, and leaders emerge. 📧 [email protected] #TeamManagement #LeadershipDevelopment #Empowerment

Today we're sharing practical, actionable steps you can take to implement Connected Leadership as part of your leadership style. ✴ Schedule regular one-on-one meetings to understand your team members' goals and challenges. This is particularly important on remote teams because you're not necessarily getting the same amount of face time as in-person teams if you don't plan for it. ✴Encourage your team members to build professional networks within and outside your company. Aim to create opportunities for cross-departmental collaboration and knowledge sharing within your company. ✴Implement an open-door policy and ensure your team can get access to you. If you work with a dispersed team, make sure you offer specific options for different time zones. ✴Actively seek diverse perspectives in decision-making processes. If you're not getting feedback from certain team members, find out why. It might be a lack of psychological safety, and that means trust might be an issue on your team. ✴Provide training and resources that develop problem-solving skills and flexibility. Encourage a team culture where experimentation and learning from failures are valued. Everyone will benefit from a growth mindset. ✴Delegate responsibilities and trust your team members to make decisions within their expertise. (For more on delegation, watch for our time management for leaders mini-course launching in June. We've included a section specifically on tips for delegating.) ✴Adopt and train your team on digital tools that facilitate collaboration. Stay updated on emerging technologies and integrate them as needed. ✴Clearly articulate your team's vision and goals. Involve the team in setting and refining these goals to ensure alignment and commitment. ✴Support professional development through training and educational opportunities. Promote a culture of continuous improvement and learning among your team, especially if your role is within a Learning & Development, Organizational Development, or Human Resources team -- set the example for the rest of the company. Tomorrow, we're going to share case studies about leaders who use Connected Leadership in their every day. You might be surprised who's using it! #Leadership #Team #Goals #LaTourLeadershipAcademy

Navigating Team Resistance: Elevating Leadership Skills Most managers grow into their first management roles with a deep understanding of their professional content area🎓. Over time, they acquire management skills and develop their unique managerial style. About a month ago, a manager I managed in the past reached out to me, a talented individual with excellent potential who decided to shift her career towards a new content area. She successfully secured a dream position, only to find it more challenging than anticipated. Frustrated, she confided: ⛔ "The team isn't accepting my leadership." ⛔ It was evident that she could quickly bridge the professional gaps, but being a competent manager requires having a few more cards up your sleeve🃏. We collaborated on adopting an approach that integrates soft skills into her management, leaving an imprint on people and connecting the team to goals and action. We defined actions for leading change, and she set out on her path. Today, she called to update me. They're on the right track⏭, her team is cohesive, focused, achieving goals, and she's successfully integrated into the organization. I'm curious to know, among the actions we implemented, which one do you think had the most significant impact for her as a manager? She highlighted three: 💎 Active listening to team resistance - allowing natural tension to dissipate. Expressing one's viewpoint is crucial, and hearing it aloud, not just in one's mind, often simplifies complex issues. 💎 Establishing shared goals tailored to the team's operational spirit. Redefining existing goals with a different semantics created an organic connection, fostering personal responsibility and genuine commitment to the team's mission. 💎 Domino effect - leveraging strengths in team dialogue. When an employee operates in their strong areas, they become empowered, capable of taking additional responsibilities, and generating success not only in their assigned tasks but also positively influencing other team members. As committed managers, our responsibility is to chart the course and not lose sight of it, even when the surrounding reality changes👀. It provides us with an opportunity to acquire additional skills and become better leaders. What is the skill you chose to develop after you have already taken a managerial position? #leadership #managementskills #teamdevelopment #problemsolving #processimprovement