How Has Feedback Influenced Your Leadership Style?
In the quest for improved team dynamics, we've gathered insights from eleven business leaders, including Founders and Owners, on the pivotal changes they've made to their leadership styles. From embracing active, empathetic listening to communicating availability for better team interactions, discover how these adjustments have fostered more cohesive and effective teams.
- Embrace Active, Empathetic Listening
- Promote Autonomy, Reduce Micromanagement
- Delegate More, Empower Decision-Making
- Prioritize Open Communication and Transparency
- Shift to Collaborative Leadership Style
- Adopt a Collaborative Decision-Making Approach
- Implement Inclusive Decision-Making Strategies
- Increase Transparency on Goals and Challenges
- Explain Decision-Making Processes Upfront
- Transform Team Dynamics with Active Listening
- Communicate Availability for Better Team Dynamics
Embrace Active, Empathetic Listening
The #1 growth opportunity with the team, prospective clients, and referral partners was to learn how to stop talking and start listening. I believe the person asking the questions is the person who is providing leadership. We must not just ask meaningful questions but use active, empathetic listening. We must attempt to put ourselves in the other person's shoes and understand what experiences and motivations have inspired them to their current beliefs or opinions. We must listen to understand instead of listening to respond. Without the ability to listen thoughtfully and in a manner that leaves others feeling heard, we will be unsuccessful in any leadership role.
Promote Autonomy, Reduce Micromanagement
As far as leadership goes, I realized micromanagement was stifling my team’s creativity. I decided to promote workplace autonomy by giving team members more control over their projects. I started by setting clear goals and then stepping back, allowing them to find their own paths to success.
I noticed a significant boost in morale and productivity. Team members felt more valued and trusted, which led to innovative solutions and a stronger sense of ownership. They began to collaborate more effectively, sharing ideas freely without the fear of constant oversight.
This change also freed up my time to focus on strategic planning and mentoring. By reducing micromanagement, I could support my team better and foster a more dynamic and engaged work environment. The overall team dynamics improved, with everyone feeling more empowered and motivated.
Delegate More, Empower Decision-Making
One change was to delegate more responsibilities and empower my team to make decisions. Feedback highlighted that I was too hands-on, which sometimes stifled creativity and slowed down processes. I started trusting my team more with critical tasks and encouraged them to take ownership of their projects. This empowerment not only boosted their confidence but also led to more innovative solutions and faster execution. By stepping back, I allowed my team to grow and develop their leadership skills. It also freed up my time to focus on strategic planning and other high-level tasks. This shift has led to a more dynamic and autonomous team environment.
Delegating more responsibilities and empowering the team has led to a significant boost in creativity and efficiency. Team members feel trusted and valued, which increases their engagement and motivation. They take ownership of their projects, leading to more innovative solutions and quicker execution. This autonomy has also helped them develop their skills and grow into leadership roles. The overall dynamic has shifted to a more proactive and self-reliant team, capable of driving projects forward independently. This empowerment has enhanced the team's agility and ability to adapt to challenges swiftly.
Prioritize Open Communication and Transparency
I've adjusted my leadership style by prioritizing more open communication and transparency in decision-making processes. This change was prompted by feedback indicating a need for clearer understanding and involvement from the team. By sharing more openly about decisions and their rationale, it has improved team dynamics significantly. Team members feel more engaged and empowered, fostering a collaborative environment where everyone's input is valued. This shift has not only boosted morale but also enhanced our ability to work cohesively towards our goals, resulting in more effective outcomes and a stronger team bond.
Shift to Collaborative Leadership Style
As a business leader, I have always strived to be a strong and decisive leader. However, based on feedback from my team members, I realized that sometimes this approach could come off as too authoritative and may hinder open communication and collaboration within the team. Taking this feedback into consideration, I made a conscious effort to shift towards a more collaborative leadership style.
By involving my team members in decision-making processes and actively seeking their input and ideas, I have seen significant improvements in our team dynamics. Team members now feel more valued and empowered, resulting in increased motivation and engagement. This has also opened up channels for better communication and problem-solving within the team, leading to more efficient decision-making and improved overall performance.
In retrospect, I realize that being a collaborative leader not only benefits the team but also allows me to tap into the diverse perspectives and strengths of my team members, making our work more effective and successful.
Adopt a Collaborative Decision-Making Approach
One critical adjustment I made to my leadership approach after receiving feedback was changing from a top-down decision-making style to a more collaborative one. This began when the team expressed that they often felt that their inputs were not given due consideration. I also initiated regular team brainstorming sessions where all ideas and opinions were actively sought and appreciated. By so doing, we discovered more creative answers in addition to increasing the morale of the members of our team, who have started feeling part of the process. Our team’s dynamics improved through this collaborative approach, thus making it more cohesive and motivated towards achieving shared objectives.
Implement Inclusive Decision-Making Strategies
As the Head of Growth at WebStreet and CEO of Strategic Pete, I've always believed in the power of feedback to refine and enhance leadership styles. One significant change I've made based on feedback is adopting a more inclusive approach to decision-making.
Previously, I tended to make strategic decisions independently, believing that quick, decisive action was best. However, feedback from my team indicated that they felt excluded from the process and that their insights were underutilized. This prompted me to shift towards a more collaborative leadership style.
I started holding regular brainstorming sessions and strategy meetings, where every team member had the opportunity to voice their opinions and ideas. We implemented a "round-table" approach, ensuring that all perspectives were considered before finalizing any significant decisions. The results were transformative. Our team's dynamics improved remarkably as members felt more valued and engaged. This inclusivity encouraged a sense of ownership and accountability within the team, leading to higher morale and productivity. We've also seen a surge in creativity and innovation, as diverse viewpoints often lead to more robust solutions.
For instance, during a major project to optimize our digital marketing strategy at WebStreet, involving the entire team in the planning phase uncovered several innovative tactics that we wouldn't have considered otherwise. This not only improved our campaign outcomes but also strengthened the team's cohesion and trust. Embracing a more inclusive leadership style has been a real game-changer. It's not just about making decisions—it's about making decisions together. This shift has not only enhanced our team dynamics but also reinforced the foundation of mutual respect and collaboration.
Increase Transparency on Goals and Challenges
One significant change I've made to my leadership style, based on feedback, was to become more transparent about our company's goals and challenges. Initially, I tended to shield my team from some of the uncertainties and difficulties we faced as a growing platform. However, I received feedback that this approach was actually creating anxiety and disconnection within the team.
By embracing more open communication about our objectives, hurdles, and even our financial situation, I've seen a marked improvement in team dynamics. Team members now feel more invested in our mission and understand how their work contributes to our overall success. This transparency has fostered a culture of trust and collaboration, where team members feel comfortable sharing ideas and taking initiative. It's also led to more innovative solutions as the entire team is now engaged in problem-solving. This shift has not only improved morale but has also made us more adaptable and resilient as an organization.
Explain Decision-Making Processes Upfront
Feedback also indicated that I needed to be more upfront about the decision-making processes. I started explaining early on the decisions that had to be made, the rationale informing them, and important timelines. I shared the context and thinking behind certain key decisions, explaining to the team the 'why,' what it meant for them, what factors were being considered, and how their work, which significantly impacts our organizational goals, aligned with them.
It led to better trust and more respect among all the team members. Team members felt better informed and more included in the direction of the company, which resulted in higher engagement and motivation. Staff members knew what they were doing and why, which aligned with the overall strategic plan. This resulted in better team dynamics and more productive and aligned work.
Transform Team Dynamics with Active Listening
Incorporating more active listening into my daily interactions has been transformative. I used to jump straight into problem-solving mode, but during a team meeting, someone pointed out that sometimes all they needed was to be heard. So, I made a conscious effort to listen fully before responding, even if it meant biting my tongue occasionally. The results were remarkable—our team became more collaborative and communicative. I remember a brainstorming session where this approach led to a breakthrough idea because everyone felt their voice mattered. It’s amazing how a simple shift from talking to listening can transform team dynamics and foster a more inclusive environment.
Communicate Availability for Better Team Dynamics
One change I made to my leadership style based on feedback was to be more straightforward about accommodating meeting requests when I am unable to make it or would find it challenging to participate. Previously, I tended to avoid directly addressing scheduling conflicts, often leading to last-minute changes and causing frustration within the team.
By incorporating this feedback, I made a conscious effort to communicate my availability clearly and promptly. If I foresee any issues with attending a meeting, I now inform the team as soon as possible and propose alternative solutions, such as rescheduling or delegating the meeting to another team member. This transparency has fostered a more predictable and respectful environment, where everyone’s time is valued.
The impact on team dynamics has been significant. First, it has reduced the uncertainty and last-minute adjustments that can disrupt workflows. Team members appreciate the clarity and feel more respected when their time is considered. Second, it has encouraged a culture of open communication, where everyone feels comfortable discussing their constraints and proposing solutions. This has led to more effective planning and collaboration, as we can collectively ensure that meetings are productive and well-attended. And last, but certainly not least, delegating to a team member provides an opportunity for that team member to up-level themselves. While I try to minimize disruptions due to my availability, rotating the delegation offers an opportunity for other team members to get that experience of running a meeting and gaining valuable leadership experience. This has greatly improved team motivation.
Overall, being straightforward about my availability has enhanced trust and efficiency within the team, demonstrating that I value their time and contributions. This adjustment has not only improved our scheduling practices but also strengthened the overall cohesiveness and morale of the team.
