Sam Kensinger

Managing Small Teams | Tips to Get the Best Out of Your Team

June 2nd, 2022

When it comes to managing a small team, there are a few things you need to keep in mind in order to get the best out of them. Managing small teams can be challenging, but it’s definitely worth it when you see your team achieve their goals. The first line supervisor is directly responsible for implementing the strategic vision of the organization. They can shift culture or drive revenue. Most new managers don’t fully recognize the gravity of their position and they end up having a negative effect on the business. The fact that you’re reading this, proves that you are an asset to your company. Keep that life-long learner mentality, as I share some tips that helped me as a junior level leader.

Define roles and responsibilities for each team member

So, you find yourself in a new leadership role. One of the first things you’ll need to do is define roles and responsibilities for each team member. This can seem like a daunting task, but it’s absolutely crucial to operating an effective operation. First, delegation is key. You can’t (and shouldn’t) try to do everything yourself. Give your team members unique roles that play to their strengths. Second, ask your team members what they want to do. They may have ideas about how they can contribute that you haven’t considered, and if they’re passionate about the activity they will need less oversight. Third, be clear about what you expect from each team member. You can’t blame someone for not executing on a task you didn’t explain in clear English what the desired outcome was. Defining roles and responsibilities is an important first step in effective team management – so be thorough and make sure you’re making a good match between the assigned role and the person you’re assigning to it.

Set goals and expectations for the team

If you’re filling a new leadership role, you’re starting with a blank slate with your team; even if you were once a member of that team yourself. It’s important to set goals and expectations for your team. Tracking success through milestone achievements, sprints, and rigid schedules will help you keep your team on track and motivated. Here are some tips to get the best out of your team:

Layout a Roadmap

Define the milestones you want your team to achieve and layout a clear roadmap to help them get there. This should have accountability dates and should go for the duration of a project or program. You can call this anything; Milestones, goals, Objective Key Results, the important thing is that you get something up on the whiteboard for everyone to see.

Reward Success

Celebrate each milestone achievement with your team and offer incentives for accomplishing goals. Positive reinforcement is a far more powerful tool than the contrast. Ever heard the saying, you can catch more flies with honey than vinegar? That’s because honey tastes better! By the way, I am NOT saying buy a $25 gift card to target. Do something thoughtful, offer to let that employee run a project or give them a few hours of mentoring. Show that what has made you successful so far.

Be Flexible

Remember that your team is composed of individuals with different skills, strengths, and weaknesses. Be flexible in your approach and cater to the needs of each individual. This can be with schedules, as there are a lot of parents out there. It could also be work attire, different cultures ask for different things. Throw out the traditional management mindset that you need cookie cutter employees that toe the line. If they are effective, do what you can to accommodate their success.

Communicate Often

You need to give your team room to work but that doesn’t mean they are on autopilot. Check in as often as needed to make sure your team is well equipped for the tasks you’ve delegated. Keep your team updated on your progress and solicit feedback regularly. Encourage open communication and allow members to voice their concerns freely. An open door policy is highly recommended. This means that at any appropriate time, a team member can reach out with ideas or report project disruptions. This will enable you forecast potential issues. Which gets into my next point…

Encourage communication and collaboration among team members

The ability to create a working environment that encourages communication and collaboration among team members is an important skill for new leaders. By Encouraging effective communication, leaders can help build a more cohesive team that is better able to achieve its goals. The best way to create an environment where team members feel comfortable sharing their ideas and opinions, is by being receptive an open minded, especially in a public or group setting. Do this by encouraging team members to share their thoughts and feelings openly and by listening to their suggestions carefully, possibly even taking notes. When team members feel that their voices are being heard and that their ideas are valued, they will be more likely to work together effectively because they will not have that emotional reservation from being ridiculed in the past. This can be challenging. It will take time and repetitions, but the longer you consistently lead by example, the faster this will take hold. The “call out” environment is pretty toxic, in my opinion. Rather than humiliating an employee with underwhelming performance, pull them aside and find out what the issue is. It could be a simple fix, it could be that they aren’t a good fit for the position. Either way, it’s your job to properly motivate them.

Celebrate successes together, and learn from failures together

One way to celebrate success is to have an after-action report or debrief after each project. This is a chance for the team to come together and discuss what went well, what could be improved, and what lessons were learned. It’s also an opportunity for you as the leader to give feedback and praise.

Of course, it’s not all sunshine and roses – there will be times when things don’t go as planned. When that happens, it’s important to take a step back and learn from your mistakes. Mistakes are inevitable, but they can be invaluable learning experiences if you approach them the right way. So debrief after each failure too – what went wrong, and how can you prevent it from happening again? You need to remember as well that ultimately, as the leader of the group, the straps of failure are tailored to your shoulders – not the teams.

Give employees the opportunity to grow and develop their skills

As a new leader, it’s important to give employees the opportunity to grow and develop their skills. One way to do this is to offer time for team members to attend free workshops, webinars, or classes. You can also find out if your employer will sponsor a tuition assistance program or off-site training programs. If you’re in marketing, put someone on your team through an SEO course. If you manage a sales team, teach a class on list building, or put someone on your team in a Sandler program. The more you invest in the skills and aptitude of your team, the more efficient and successful they will be.

Another way to help your team members refine their skills is to block off some time each week for them to work on personal development projects. This could include taking an online course, working on a blog or side project, or reading industry-related articles and books. If you placed the right person in the right role, then they have a level of passion about what they do. There will be a residual benefit to their work, if this is implemented the right way. By investing in the growth of your team members, you’ll set them up for success–and ensure that your team is always ahead of the curve.

Conclusion

When you have the right team, it is easy to stay on track and get things done. By assigning roles with clear responsibilities, establishing goals that everyone can understand (and helping them achieve those goals), rewarding success rather than just distributing rewards randomly throughout the year; you’ll find yourself surrounded by happy and loyal employees. Most importantly: give your workers opportunities for personal growth so they’re always eager about coming into work every day because their skills are growing too.

All-in-all, I would say these tips are manageable.
The 5 Leadership Styles Every New or Young Leader Should Know

May 1st, 2022

By Sam Kensinger

When you think of the word “leadership,” what comes to mind? For many people, the first thought is of someone in a position of power, barking orders and making decisions that affect everyone else. But effective leadership doesn’t have to be about being bossy and domineering. There are actually five different styles of leadership, each with its own advantages and disadvantages. Knowing which style works best for a particular situation is essential for any young leader looking to make an impact.

The 5 Leadership Styles

If you’ve ever read a self-help book or taken a business class, you’re probably familiar with some of these leadership styles. Directive leaders are the take-charge types who tell people what to do and expect them to do it. Supportive leaders are more collaborative, offering help and guidance while still allowing others to take the lead. Participative leaders solicit input from their team before making decisions, while delegating leaders delegate authority to others and trust them to get the job done. Finally, there’s laissez-faire leadership, which is characterized by a hands-off approach and minimal involvement in decision-making. While there are advantages and disadvantages to each style, the key is to find the one that best fits your personality and the needs of your team.

Each style has its own strengths and weaknesses

Directive Leadership

The directive leadership style is often seen as the “traditional” approach to leadership. Directive leaders are those who provide clear expectations and instructions to their team, and they typically maintain a high level of control over workflow and decision-making. This leadership style can be a good fit for certain situations, such as when there is a need for quick results or when there is a lack of clarity about the team’s direction. However, directive leadership can sometimes lead to conflict and tension, as team members may feel that they are not being given the opportunity to fully contribute to the project. At times, directive leaders find it difficult to adjust their approach in response to changing circumstances. The directive leadership style is not without its weaknesses. Nevertheless, when used in the right context, this style of leadership can be a successful in getting things done.

Supportive Leadership

The supportive leadership style is all about creating a supportive environment in which employees feel valued and appreciated. This leadership style is often a good fit for small businesses, where employee morale is essential to success. However, the supportive leadership style can also lead to failure if the leader is too involved or inquisitive. Employees may feel micromanaged, leading to resentment and low productivity. In addition, the supportive leadership style may not be effective in fast-paced environments where quick decisions are needed. In these situations, a more assertive leadership style may be a better fit. Ultimately, whether the supportive leadership style is successful depends on the specific situation and the leader’s ability to strike the right balance.

Participative Leadership

The participative leadership style is one where the leader involves their team in the decision-making process. This can be a good fit for organizations or projects where success depends on buy-in from all involved. It can also be a good way to get everyone “hands on” with the project, so to speak. However, participative leadership can also lead to indecision and failure if not used correctly. For example, if there are too many cooks in the kitchen, so to speak, it can be difficult to come to a consensus. Additionally, a participative leadership style with no clear boundaries can make it difficult for the leader to maintain authority over their team. Ultimately, the participative leadership style can be successful, but it requires a delicate balance to make it work.

Delegation Leadership

The delegation leadership style is often lauded as an efficient use of resources – after all, why expend time and energy on tasks that others can handle just as well? Essentially, the leader assigns roles and sets rigid timelines, then steps back to let their team get on with the work. On the surface, this appears to be the perfect style for busy leaders who need to get things done quickly. However, delegation itself has potential downsides. First and foremost, the delegation of tasks or authority requires a great deal of trust. The leader must be confident that their team will be able to complete the task to the required standard and within the given timeframe. Delegation also requires constant communication – the leader must remain in close contact with their team in order to track progress and manage expectations. If the project is not carefully managed, it can quickly lead to frustration and conflict. Nevertheless, when used effectively, the delegation leadership style can be a powerful tool that can help leaders to get more done in less time.

Laissez-faire

Laissez-faire is a leadership style in which the leader takes a hands-off approach and trusting the team to be proficient. The laissez-faire leader provides little direction and offers minimal supervision, essentially letting the team run itself. While this style can be effective in certain situations, it can also be neglectful and uninvolved. laissez-faire leaders may be perceived as aloof or uncaring, which can damage morale and lead to poor performance. In addition, laissez-faire leaders may not be able to provide the strategic vision and direction that a team needs to be successful. When used sparingly and judiciously, laissez-faire leadership can be an effective tool, but it should not be relied upon too heavily.

Young leaders should be aware of which style they naturally gravitate towards

As a young leader, it’s important to be aware of which style you naturally gravitate towards. If you are new to your leadership role, you should be wondering, are you laissez-faire, supportive, directive, participative or delegation? A strong leader can blend a mixture of all of these styles to achieve success; there is no singular leadership style that will work for every situation. This is especially true in a dynamic work setting where different situations may call for different approaches. As a new leader, you need to be tuned into your environment and adjust your style to fit the situation. This can only be done by being inquisitive and curious, with an open mind and willingness to compromise. So if you’re looking to hone your leadership skills, start by paying attention to your natural tendencies and see where you can make some adjustments.

Conclusion

Leaders who can adapt their style to fit the situation will be more successful than those who stick to a single way of leading. The 5 Leadership Styles, directive leadership, supportive leadership, participative leadership, Delegation Leadership, Laissez-faire, Young leaders should be aware of which style they naturally gravitate towards. Leaders need to be able to read the room and understand what type of leader is needed in order for the team to succeed. Leaders also need to be comfortable with change and willing to experiment with different styles in order to find what works best for them and their team. Ask your employees for feedback often; this will help you understand what type of leader your team needs and wants from you.