Comment pouvez-vous mesurer le succès de votre style de leadership d’équipe de projet?

To measure the success of your project team leadership style, consider the following factors: team dynamics and culture, individual growth and development, your leadership style and behavior, stakeholder satisfaction and impact, and continuous learning and improvement. Assess your team's relationships, communication, and growth, as well as your own leadership qualities and ethics. Keep in mind the impact on stakeholders and always strive for constant improvement. Your leadership style directly affects your team's performance, so it's important to identify strengths and areas for improvement.

For me, it has always been a hybrid between - Task Oriented & and People Oriented Leadership Styles. I still remember my first assignment as a Manager in a private bank in India where my team members who reported to me felt the heat of being on the toes to complete the tasks they were assigned but they came to know by the end of the third month of my job, that I am going to listen to their pains, fallouts, problems, and challenges, mostly towards the evening or early morning next day. It worked for me, in almost every company I worked as a Managerial Leader or a Leader.

well defined. I may further add here that 1. there should be clarity while defining goals to the team, 2. Give confidence upon ur team n pose trust & confidence upon ur team, 3. Appreciate achievements of team louder n correct their mistakes silently as it would surely boost their efficiency n performance, 4. Always lead the team from front & set examples with ur work with positivity.

Frequent and structured feedback from team members can be very effective in understanding trajectory of your leadership journey. I often ask team members to rate their experience on scale of 1-10 and follow up with simple questions such as: 1. What would make it higher than what they experience 2. What is Rose (Working well) , Thorn (To be improved) and Bud (Sthg to look forward to) Experience is a good measure of leadership effectiveness.

The best here for me has been the heart to heart candid conversations with my team members - juniors, seniors, or those who were of the same ranks. I had no confusion about how to re-strategize my moves after these conversations. Simple!

If I can clearly recollect, every team I led, believed in me as a manager/leader and my moves because I was full ears to them. Patiently listening to their problems and bonding deep rock solid at the core level, made things seamless for me. Listening to their personal problems, pain, and challenges helped me build trust with them, and so performance indicators or BSC were never a big problem. However, keeping a complete check on customer satisfaction, and their delight by my team, ensuring and making the team adhere to internal processes, and continuously motivating them to learn and make continuous learning part of their very personality, helped me evolve as their natural leader.

When your team starts talking about your inspiring and motivating leadership styles to cross-functional teams, half your work is done and there is not much need to check whether your team is satisfied with your leadership style or not. Mostly the surveys/feedback were not required in my work life. Yes engagement was a constant endeavor and I had to constantly motivate my people to do better every day because motivation is not a one-time capsule, It has to be taken every day like a multi-vitamin. Be it my sales jobs as a manager, customer service manager, L&D Manager, and leader, that's how it has been.

Every leader needs a Leadership Development Plan, actually everyone should have it. Without a plan, even the best of leaders can fail. Leadership is not just about gut-feeling decisions. At times they work. But mostly it should be thoughtful, brainstormed, discussed, and a decision that has been arrived at after consultation with the core team. So Plan for the leader to develop and monitor themselves should be there for the constant growth of the team, department, or company they are leading.