How To Be an Effective Leader Who Empowers The Team and Grow The Business

Every business wants to have a reliable team working for them. But its not uncommon for businesses  – especially as they scale and priorities shift – to unintentionally side line the individual needs of each of their workers.

Effective leadership requires balance when focusing attention on hitting company targets and making sure their staff feel appreciated and inspired. But when companies “get it right,” they often experience a much more stable and predictable growth trend.

To get to this point, there are some important considerations businesses should make to help them steer their teams and the company to long-term success.

Enhance Your Communication Skills

While it may seem like a no-brainer that good communication is important in a business, you’d be surprised how many company leaders fall short in this area.

It’s not that most companies don’t recognize the importance of having meetings or passing down information through team memos or email back and forths. Most businesses get this and put plans in place to create some level of regular communication with their teams. The shortfall often comes from not fully embracing the importance of making these communications more impactful for modern working teams.

When you consider how many offices are constructed today, telecommuting and hybrid work schedules have become the new norm. This means that communicating goals and objectives effectively requires a focused approach. Companies should make sure that employee feedback and ideas are readily accepted and that any problems that come up are quickly addressed.

Promote Individual Decision-Making

Not all companies welcome the idea of relying on “all” of their employees to make important decisions without regular oversight. However, to be an effective leader, it’s important that you’re able to quickly establish trust with your team members. This trust is what will allow leaders to take a step back and allow individual employees to take more ownership of their tasks and grow in their roles.

This isn’t to say that trust should be extended automatically. Depending on the organization and the critical nature of different roles, employee autonomy may not be able to happen overnight. However, the primary goal for leadership should be to get to a point where they can allow more and more decisions to happen without their direct involvement. 

The quicker you’re able to “let go” of having to oversee every decision an employee makes, the sooner you’ll be able to focus on bigger-picture business objectives.

Create a Team Culture of Diversity

When businesses begin to grow, their priorities naturally shift. This can include focusing less on the dynamics of the team and more on how to increase their revenues.

This can often lead many organizations to give less thought to how they hire for their open positions or how new individuals coming into the company might support or hinder other team members.

Cultural fit should be an important consideration for all businesses. This means having hiring practices that focus on encouraging diversity and inclusivity on all levels. But diversity isn’t just about upholding ethical standards when it comes to hiring individuals from different races, genders, or ethnicities. It also means not limiting employment opportunities due to a “perceived lack of abilities.”

Not everyone will have the same professional background or highly sought-after degrees. This doesn’t mean a company should ignore other helpful soft skills or learning capabilities they may bring to the table. Staying open-minded and prioritizing the company’s culture when making hiring decisions is important for a business to stay true to themselves and their employees.

Instill a Shared Sense of Responsibility

The word “accountability” doesn’t translate the same way to everyone. While some people look at accountability as a good thing, helping to keep projects on task, others associate a more negative tone to it. In some companies, accountability is looked at as an easy out for pointing the blame if something goes wrong.

Accountability shouldn’t be something that employees are afraid to take on. It’s what helps individuals step outside of their comfort zone and gives them a certain level of structure in their day-to-day. But accountability also shouldn’t be something that only one or two people take on – like company leaders or management teams.

Instilling a shared sense of responsibility evenly across the entire organization can be an effective way to give everyone a sense of purpose that aligns with the business’s overall objectives. Take the real estate sector as an example. While a project manager might coordinate the “big-picture” goals of a project, each individual, from contractors to designers and suppliers, plays an important role in its success. This collaborative approach to accountability should be a model for other businesses as well.

Adopting this strategy not only distributes tasks more evenly but also helps to create a shared sense of accomplishment and ownership over the results.

Adapt and Thrive Through Change

Change is one of the only constants in life, and this definitely applies in business settings. A company that doesn’t change is often one that’s left behind. But accepting this change is rarely something that comes easy for leadership teams or their employees.

The important thing to remember is that change is never something that should be feared. While it may certainly create a certain level of disruption (good or bad), there a very few changes that an organization faces that can’t be turned into opportunities when viewed the right way.

It’s important for companies and their employees to stay adaptable and accepting of any new changes that come up. however, this can only happen if the leadership team takes the right approach when driving change-management processes and workflow optimizations with their teams.

Great leaders should regularly think about the importance that change can have on the long-term viability of the business and their employee’s roles. This means they should proactively communicate the rationale behind changes and highlight the benefits these adjustments will bring.

By actively accepting and participating in these changes, leaders set a powerful example for their teams, motivating them to do the same.

Consistently Recognize and Reward Team Efforts

Your employees are a foundational element of your business. But simply keeping them employed isn’t a reasonable way to recognize the efforts they make on a day-to-day basis. Your employees should feel like they’re more than just a number, and the most successful companies go out of their way to make sure their teams feel truly valued.

Showing your gratitude doesn’t always have to be a major monetary expense. Many times, a simple thank you, or a team meeting specifically focused on highlighting individual accomplishments is a great way to show that your employees mean more to the organization than just their role.

Leverage Effective Leadership for Business Growth

Becoming a great leader often requires more than just having the right talent – it also requires dedication and the willingness to continuously improve.

By adopting and executing the strategies discussed above, you can significantly improve your team’s performance and, as a result, the overall success of your business.

Author Bio: –

Dalip Jaggi

Entrepreneur, technologist, and passionate business leader sum up the core of Dalip Jaggi, co-founder of Revive Real Estate, a PropTech company with a goal to democratize house flipping. Since its 2020-inception, Revive has since become the smartest solution for homeowners to maximize their home’s sales value across the nation.