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People are holding back your companies growth


Problem: How do you unlock your team’s potential for growth?



Productivity and growth stagnation in your team are some of the biggest threats to small and large businesses and can have serious implications for employee well-being. These things affect their judgment in making decisions aligned with the company’s goals and their confidence in handling challenges. Thriving in a changing business environment demands synergy between the top management and every individual on the team. How do you unlock your team’s potential for growth?


For leaders and teams, I recommend these four steps to unlock that potential in your team.


1. Setting the right mindset will ensure the team’s buy-in to grow.

2. Creating a conducive environment for them to succeed.

3. Maintaining these environments consistently across the organisation.

4. Giving feedback and asking meaningful questions.


Step #1: Setting the Right Mindset to Growth


To create growth, it’s important to create an environment of openness and transparency. The team wants to see authenticity in these plans. You need to show them you’re walking the talk. You can galvanise your team by role modelling.


Other considerations are:


# Consider how far you are from where you want to be.

# Keep your team on the same page and assess why you do what you do.

# Clearly state where you’re going next.

# Let them know what kind of growth you expect, and that growth comes with pain.


Step #2: Create the Right Environment for them to Succeed


Support your team’s development. To reach the mountain of success, it’s important to know what the roadblocks are. Afterward, make sure your role as a leader is to help eliminate those roadblocks, so your team can succeed.


This is not something you can do all by yourself, in fact, the opposite is true. Establish an empowering culture. Your team should be able to take risks and be willing to take risks with them. Let them make their own decisions and come up with their own ideas. Be prepared to accept that mistakes will be made from time to time. In order to create this environment, remember to:


Other considerations are:


# Establish clear boundaries for everyone’s role on the team.

# Decide when you want to achieve the projected growth.

# Provide resources and budgets for their initiatives and projects.


Step # 3: Maintain These Environments Across the Organisation


For organisations, consistency in behaviour and message can be a challenge. Employees need to be excited about their workplace. Make sure you give feedback based on the plan you set early on. As a leader, you set the tone for the performance of the team, and you need to lead by example.


Step #4: Give Feedback Regularly and Ask Questions


To make sure you succeed, make sure to do regular reviews with your team. By doing this, you’re able to identify any other roadblocks and what support they need. This step is crucial because this is an opportunity to ask questions that will identify areas of success and room for improvement.


Here are some questions you can ask:


What are your current objectives?

How do you intend to achieve these objectives?

Where are you now in terms of achieving these objectives?

What are the things that you can control in your projects

What are your barriers to achieving those objectives, and how can I help you?

Encourage discussions and even healthy arguments. Don’t be afraid to test out the ideas you’ve set.


In summary, the focus of any organisation is to create growth for the business, and if we truly believe that our people are our greatest asset then we need to unlock their potential, and by doing this your business potential is unlocked.


If you are looking for support in unlocking the potential of your people, then do get in contact with Julian Roberts.