3 Ways to Lead With Intention
You know that in order to lead well, you need to be intentional about showing up in ways that meet the needs and expectations of your team members. You can't do that if you don't know what's important to them. Below are 3 areas of awareness that you can integrate into your leadership approach to be more intentional.
1) Step up with conflict resolution
Most of you got activated into leadership roles because you care! You care about making a difference, you care about creating a more equitable workplace, you care about how people feel. Because you're so caring and people-oriented, it's also true that you may avoid the discomfort that comes with conflict, tension, and disagreement in the workplace. After all, high emotions, awkward silences, and combative energy is nothing any of us rush into work to experience.
However, it may surprise you to learn that most employees seek managers who can manage conflict resolution quickly, completely, and effectively. Especially to avoid escalation, erosion of trust, and decline in morale. Leaders that tolerate bad behavior because they don't want to rock the boat are certain to lose the commitment of their best team members as a result.
So, embracing normal and healthy amounts of conflict in the workplace is important, and conflict that is addressed through openness, questioning, and understanding leads to stronger teams that operate in clearer and more empowered ways.
In fact, research shows that team leaders who can capitalize on team conflict as an opportunity for learning and growth will significantly boost team performance and increase a sense of psychological safety at work.
2) Lean into real listening
When team members speak up in meetings and in 1:1s, are you hearing what they're expressing regarding their needs, wants, challenges, and hopes?
Our thoughts are 4x faster than our words. This makes it challenging for us to stay present and not jump ahead in our thinking and conversations.
Challenge yourself to go deeper this week — to stay present and alert. Beyond the verbal exchange, focus on really listening to what the person talking to you is saying (and not saying).
Listen with your whole body to tune into non-verbal cues, facial expressions, and body language. Take in their tone and volume of voice, their energy, and ask yourself — what one word are they embodying right now?
You'd be surprised what you learn about the other person with this kind of listening.
3) Help to develop those around you
We all have blind spots. It's no secret. Sometimes socially unaware team members may not realize how others perceive them at work.
As a team leader, you can help bridge this gap and foster a more self-aware and cohesive team. Here are some tips to help guide your team:
Encourage self-reflection - Ask team members to reflect on their interactions and seek feedback from peers.
Facilitate open conversations - Create a safe space for honest discussions about perceptions and behaviors.
Provide coaching feedback - give feedback using a coaching approach, inspiring professional goal-setting where the employee is the owner and driver of those goals.
Are you struggling with having these developmental conversations?
Book a complimentary consultation with me and I'll help guide you on team communication.
