How to be a team leader
How to be a team leader
November 14th, 2022
What makes a good team leader?
Times aren’t like they used to be. Employees know what good workplaces look like and they know what good managers and team leaders look like too. With the influx of LinkedIn posts showing office parties, free pizza and how everyone is having a fantastic time, it’s hard not to compare to these idealistic workplaces.
Most know the reality is far from what is portrayed on LinkedIn, Facebook and in the company monthly newsletter but that doesn’t mean we shouldn’t strive to create the workplace we want to work in.
Like picking up any self-help style articles, books and content, by reaching out and searching for it you’ve already began your progress to developing a growth mindset (more on that below) and becoming a better team leader/manager.
Below, we’ve compiled a few tips using the most asked questions we’ve had from team leaders throughout the years.
1. How to Be Friends with Someone Who Works for You?
We’re not quite at the level where managers are robots yet. Although some people may feel like their managers could have had a starring role in Terminator!
As a team leader/manager it’s important to be able to connect with your staff. You don’t need to know the ins and outs of their life like what their favourite colour is but asking them what they did for their weekend or whether they had a good holiday before you begin the work week is a good start.
Showing compassion and that you too have feelings and emotions helps your staff emphasize with you and vice versa. You’re more inclined to help each other out when you humanise each other and show mutual respect. The archetypal tyrant boss isn’t a great a look on anyone and is the reason for the existence of the phrases such as: people don’t leave jobs they leave managers.
2. How to take care of your employees’ mental health?
We all know by now that mental health awareness within the workplace is on the rise. People are tuning in to their own mental health and reflecting on what makes them feel the way they do. This means if there’s a problem at work, they’ll be inclined to stop that issue (hopefully) even if that means leaving their job.
Evidence concluded that in the UK 14.7% of people experience mental health problems in the workplace. Team leaders need to recognise when these issues begin to occur. It’s essential to be vigilant and recognise when to step in and offer support. Obviously, the priority of the team leader lies with workplace/ workload related problems and this does most certainly includes their people!
Begin by offering your support for issues within workplace. This can be by adjusting workload, offering some time for rest, or just offering up someone to chat to. It’s great to have boundaries between work and home but it’s unrealistic to expect these to always be maintained. We’re only human.
Normalising mental health within your workplace is not only the norm these days but creates an environment that can increase employee wellbeing, job satisfaction, workplace morale, ultimately leading to higher staff retention.
3. How to think like a manager?
Managers should be aware and comfortable knowing that their abilities should be in constant development. This type of thinking can be pinpointed as a growth mindset. Stanford Carol Dweck describes growth mindset in her book Mindset, as people who believe that their success depends on time and effort. People with a growth mindset feel their skills and intelligence can be improved with effort and persistence. They embrace challenges, persist through obstacles, learn from criticism, and seek out inspiration in others’ success.
Like the way your employees should strive to be continually learning, so should you. Managers need a growth mindset too. Continuing with the theme of this article, we’re realistic about our expectations and think you should be too. A solid growth mindset doesn’t exist, everyone varies between a fixed and growth mindset, and this fluctuates thought-out our careers, even on a day-to-day level. However, this doesn’t mean that you shouldn’t aim to maintain the growth mindset when you can.
4. What are all the tips to becoming a good team leader?
You might have detected the pattern within the tips we’re providing. To lead others, it’s important to know how to lead yourself. Identifying your strengths and weaknesses means you’re able to build the best team you, your staff and colleagues and ultimately your organisation need.
If you’re reading this article now, you’re probably on our site already therefore know we’re a training provider. Yes, training is a great way to get the skills you need and reassure yourself you’re on the right track. It adds structure to your leading journey and makes life a little bit easier. In a current climate where time is of the essence, training provides the stamina you need to keep up.
On the other hand, not everyone can afford training. If you know where to look the content is out there in the form of books, online videos, and free sessions. Obviously, there’s a catch. Where do you start? What’s a reliable source? The important thing is to be digesting this content and getting whatever, you can get your hands on. With time you’ll gain the ability to decipher what’s good content that you’ve successfully put to the test and what’s not so great and probably needs a bit of work.
How to become a team leader?
Sometimes managers are promoted without the correct skillset or exactly the right experience (CMI has quoted this is as 4/5 managers). We aim to tackle this early and equip team leaders with the right skillset. Training is best done prospectively (before you get the job). However, it’s never too late to seek out some training. At Crescente we have a specific courses for this exact reason. Find out more here.
Maybe you are looking for some support? We like to ensure individuals who are looking to better their skillset get pointed in the right direction when on their career journey. Whether you’re looking for a course for yourself or a training programme for your organisation get in touch with our team for a meeting.