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Building Stronger Teams: Key Insights

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Author: Rita Leite

Reflecting on the recent workshops that I have not only deepened my understanding of effective leadership but have also provided practical tools to enhance both my professional and personal life. I’ve divided my learning experience in 5 areas considering key points that I’ve learned and how they are shaping my approach to leadership.

It is important to note that the learning that I was doing included all sessions being divided in three moments – learning theory about a topic, problem solving challenges as a group using the action learning principles, and reflect after the sessions by completing workbooks. (Centre for Action Learning, 2022)

Building Relationships and Emotional Intelligence

I’ve been understanding the need of building strong relationships with team members. Creating time to nurture these connections not only fosters a safer working environment but also facilitates meaningful change and enhance working relationships. Emotional intelligence emerged as a key component in this process, particularly self-awareness and relationship management. Recognizing how my actions and attitudes affect others is essential for creating a supportive atmosphere where team members feel valued and understood. (Global Leadership Foundation (2015)

Compassionate leaders approach their teams with empathy and understanding, which significantly reduces work stress and enhances overall well-being. This aligns with the idea that positive relationships and emotional intelligence are intertwined and are critical for effective leadership; as well as managing difficult conversations or challenges that will ultimately emerge in the workplace.

In addition, it was also highlighted the challenge of balancing high-pressure responsibilities with personal needs. Good leaders must model and promote a healthy work-life balance to prevent burnout and maintain team morale.

Compassionate and Reflective Leadership

Compassionate leaders are not only empathetic but also proactive in creating a supportive work environment. They understand that addressing the emotional needs of their team can lead to better performance and job satisfaction.

During the workshops I was also able to step further by exploring structured methods for handling difficult conversations. I’ve learned different models to approach difficult conversation and SBI (Situation-Behaviour-Impact) model resonated with me. By using frameworks like the SBI, leaders can approach challenging discussions with a clear and empathetic strategy. This structured approach helps ensure that conversations are productive and that team members feel heard and supported. (Center for Creative Leadership (2021)

Motivation and Recognition

Understanding what motivates both myself and my team members is another crucial area. I’ve learned more about my supervisees, and it was highlighted the importance of recognising individual achievements and providing support based on what drives each person. This not only boosts morale but also aligns with motivational theories, such as McClelland's Human Motivation Theory, which highlights the importance of achievement and affiliation. (Kurt, 2022)

Recognising how personal stress can impact motivation and team dynamics is vital for maintaining a positive work environment. Leaders who understand and manage their own motivation and stress are better equipped to support their teams effectively.

Feedback and Continuous Improvement

Feedback emerged as a recurring theme across the workshops, highlighting its role in personal and professional growth. I’ve also learned the value of both giving and receiving feedback as a means of improving skills and boosting confidence. Confirming feedback not only helps people’s development but also encourages a culture of continuous improvement within teams.

I’ve learnt to appreciate reflective practices and regular supervision and their positive impact. It contributes to ongoing learning and development, ensuring that both individuals and teams remain aligned with their goals and are continuously improving.

I was also impacted from learning about the neuroscience behind feedback. It was interesting to reflect on Rock’s SCARF (Status – Certainty – Autonomy – Relatedness – Fairness) model, especially on the status element (Rock, 2008). Often old styles of leadership are connected to hierarchy systems, and I was amazed to learn that there is evidence and explanations that proves these systems to be more triggering. I think what also resounded with me was the fact that there is research explaining the reasons why this response happens and was fascinating to understand that small changes in interactions make a massive difference in promoting positive relationships e.g. providing 5 times more confirming feedback comparing to negative feedback. (Leadium, 2020)

Applying Learning to Practice – the third and most valuable moment

What I’ve found to be really beneficial throughout the workshops was the application of newly acquired skills and knowledge. Whether through role-playing exercises, implementing feedback mechanisms, or adjusting leadership styles, the goal was always to translate learning into practical improvements. I was glad to be encouraged to apply what I have learned to real working scenarios to enhance my effectiveness and drive team success.

Conclusion

All the learning resumes to two vast concepts: resilience and compassionate leadership. Throughout the blog I’ve only mentioned a fraction of the learning that I’ve experienced. If you are in a leadership position, I truly recommend taking time to get to know who are the people that you are working with and be as must present as you can, considering your own wellbeing. Being a leader comes with more responsibilities and more workload, but you must continue to prioritise those who work alongside you, because that is what will allow you to achieve your goals and create success in your workplace.

About the author

Rita is an Occupational Therapist working in a Forensic Mental Health setting, looking to develop my professional skills to start my journey as a leader.

References

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