Hello YOU,
How has your week been? The eagle eyed among you will have noticed that this newsletter is coming out later in the day than usual - my apologies! I
returned from a girls’ weekend in London with a rotten cough/cold combo, a busy diary AND supervising a school trip. But, it’s here now, and hopefully it’s worth the wait.
This week on The Rise of the 82 I want to bust a myth!
How many times have you heard the phrase ‘there’s no I in team!’?
It’s usually said when people want to acknowledge that it’s not just one person who has contributed to the success of the team, or that everyone is in it together when there’s a problem to be solved. That’s a great sentiment! But sometimes it spills out of camaraderie and settles into our general thinking, and we forget that a team is actually made up of a whole team of ‘I’s’; it's made of individuals.
Recognise and Understand Individual Strengths
As a line manager, it’s so important to take the time to get to know your team members on a personal level. Each individual brings unique strengths, skills, and perspectives to the table. By recognising and understanding these individual strengths, you can assign tasks that align with their abilities, ultimately maximising their potential and boosting overall team performance.
Behavioural profiling is an effective tool for gaining insights into how your team members prefer to work, their strengths, and areas for improvement. I’m a DISC practitioner, and I love the simplicity of the method. By better understanding the preferences of your team, you can tailor your management approach to better meet their needs. This not only enhances individual engagement but also promotes effective communication and collaboration among team members.
Embrace Diversity to Prevent Groupthink
Teams that are made up of individuals with diverse backgrounds, experiences, and perspectives are more likely to generate innovative ideas and solutions. As a line manager you may not always have a say in who your team members are at first, but as your team grows look for individuals with a variety of skill sets, backgrounds, and ways of thinking. This will help prevent the trap of groupthink and bring innovation and creativity to the fore.
Provide Meaningful Feedback
Recognising and appreciating the efforts and achievements of your team members is essential for their motivation and satisfaction. As their line manager, make it a point to provide specific and meaningful feedback to each individual based on their contributions to the team. This can be as simple as a genuine thank you or acknowledgement during team meetings. This recognition not only boosts morale but also reinforces a culture of appreciation within your team.
By providing meaningful feedback to your team you will also help to boost their confidence. Confidence is often misunderstood as arrogance, but in reality, it is about knowing your worth and acting accordingly without belittling others. Make sure your team know that it's OK to be confident in their unique talents and contributions. Encourage them to embrace their own awesomeness while also showing humility and respect towards others. If you want some further help with feedback, check out this article.
Line managers play a critical role in nurturing and recognising the value of individuals within the collective. By embracing the concept of "putting the 'I' back into teams," you can create an environment where each team member feels seen, valued, and empowered. Remember, a team is made up of individuals, and they need to be treated as such if you want to unlock their unique potential for the collective success of the team.
If you’ve enjoyed this article, check out this episode of the In Pursuit of the Better You podcast.
Want to know more about DISC profiling and how it could benefit you and your team? Email me on rebekah@quest4est.co.uk for more information.
Great article, not enough teams do behavioural profiling. It is so useful. I didn't know you did a podcast ;). I'll listen to that later.