Veja como você pode dominar as habilidades de comunicação necessárias para gerenciar uma equipe de alto desempenho.

To master communication skills essential for managing a high-performing team, focus on active listening, clear and concise messaging, and fostering an open environment. Actively listen to understand team members' perspectives and needs, ensuring they feel heard and valued. Communicate goals, expectations, and feedback clearly and constructively, avoiding ambiguity. Encourage open dialogue and create a safe space for team members to express ideas and concerns. Regularly engage in team-building activities to strengthen relationships and trust, and adapt your communication style to suit individual team members' preferences. Continuous learning and practice are key to refining these skills.

Comme j'ai toujours l'habitude de le dire, l'écoute est la clé qui ouvre toutes les portes. Écouter quelqu'un, c'est d'abord lui faire sentir que ce qu'il vous dit vous intéresse. C'est également l'ultime moyen de comprendre le fond du sujet, besoins, et problèmes en question. L'écoute n'est pas seulement le fait d'accorder toute son attention aux mots, mais c'est aussi de s'intéresser au gestuel , à l'expression faciale et corporelle. L'écoute est la clé pour instaurer un climat de confiance et de respect mutuel.

A escuta ativa é fundamental principalmente em cargos de gestão. Para isso é importante o líder entender o seu papel e principalmente ter autoconhecimento para conversas empáticas onde possamos extrair a mensagem principal da escuta ativa.

1. Écoute active : Savoir écouter attentivement les membres de l'équipe pour comprendre leurs besoins, préoccupations et suggestions. 2. Empathie : Montrer de la compréhension et de la considération pour les émotions et les points de vue des autres. 3. Feedback constructif : Donner des retours positifs et négatifs de manière constructive pour encourager l'amélioration continue. 4. Assertivité : Exprimer ses idées et ses besoins de manière confiante sans être agressif. 5. Adaptabilité: Adapter son style de communication en fonction des différents membres de l'équipe et des situations. 6. Gestion des conflits : Résoudre les différends de manière efficace et équitable en favorisant la coopération.

De acuerdo a mi experiencia, el diálogo abierto es una base fundamental para al momento de liderar y comunicar dentro de un equipo. Un buen líder debe saber escuchar e interpretar las expresiones no verbales de cada integrante de su grupo. La comunicación con los miembros del equipo, independientemente de la manera como se ejecute, es una herramienta poderosa para entender un proyecto y la gente que lo impulsa. Un buen líder también debe saber comunicar clara, fluida y respetuosamente cualquier directriz o idea al equipo; este principio clave y debe reinar de manera horizontal en cualquier organización.

To enhance communication within a high-performance team, we can utilize tools like Teams and Jira to document and support the organization of daily tasks. In addition to using these tools, it's crucial to provide a platform where the team has the autonomy to share documents and ideas. Giving the team the freedom to express themselves brings immeasurable benefits to project development, leading to more consistent deliveries.

Based on my experience, transparency is pivotal when engaging in open dialogue. After a few sessions, individuals typically begin to trust and feel comfortable sharing their thoughts openly. It's crucial to attentively listen to their perspectives and offer praise or suggestions to foster encouragement. Providing justifications for certain actions undoubtedly helps the team comprehend risks and initiates corrective measures from their end.

Hier ist es vor allem entscheidend, dass es im Unternehmen eine positive Fehlerkultur gibt. Wenn etwas schief läuft, nicht nach *Schuldigen* zu suchen und diese womöglich bloß zu stellen, was nicht selten vorkommt. Sondern den Fehler zu analysieren und im Prozess als das einzuordnen, was er ist. Ein möglicher Teil auf dem Weg zum gemeinsamen Ziel. Nur so kann ich Mitarbeitende motivieren, neue und kreative Ideen einzubringen und auch mal ungewöhnliche Wege zu suchen, wenn sie sich sicher sein können, dass ein *Scheitern* dazu gehört und sie nicht diskreditiert werden.

Un equipo de alto rendimiento tiene que tener la capacidad de vivir espacios de diálogo franco, siempre desde el respeto y con hechos y datos, además de un objetivo común construir !!!

Antes da conversa, eu sempre tenho mapeado e listado os pontos importantes que quero abordar e principalmente, como irei passar para os demais de forma que seja clara e objetiva. Um tom de voz amigável conta muito para que as pessoas sintam-se a vontade para perguntar ou questionar algo. Ao finalizar cada tópico, costumo perguntar se fui clara, se ficou alguma dúvida ou se tem alguma contribuição. Sendo um comunicador que trabalha a escuta ativa e tem um diálogo aberto, ajuda muito com que a equipe se sinta a vontade para questionar, pontuar e contribuir para que a conversa seja produtiva para todos os envolvidos.

Clarity in communication can't be overstated. It's not just about what we say but how well it's understood by everyone involved. One aspect I've found particularly helpful is using visual aids or examples to illustrate complex ideas or instructions. This helps ensure everyone is on the same page and reduces the likelihood of misunderstandings or errors. Moreover, providing context behind directives can enhance understanding and foster a sense of purpose among team members.

Clear communications or instructions are always helpful to get the desired results. Moreover giving a chance to the team to share their experience and feedback is the key. It reduces risk and errors and also gives the confidence to the team to come up with a good outcome. Clear communications create harmony and give equal chance to understand and to perform.

One of the most important communication skills is to simplify your words. Stop using long words and complicated sentences to "sound professional or smart." Simplify. If speaking: Say exactly what you mean without adding extra words. And then ask for the others to state back what they understood. This will save a lot of time dealing with misunderstandings. If writing: Bullet your key thoughts or key actions. Add a opening statement to help explain and maybe an ending statement. Bullets are easier to read than long paragaphs.

Clarity is crucial in a team setting because it serves as the solid foundation for accountability. Without clear and concise directives, there are no reference points or standards to hold team members or oneself accountable. This often leads to confusion and minimal effort due to a lack of understanding of what is expected. As a manager, it is essential to convey precise instructions to ensure everyone knows their responsibilities, fostering a productive and cohesive team environment.

To reduce the anxiety often associated with feedback (both receiving and giving), I’ve been giving “micro-feedback”. These are: 🔎 short observations ⏰ usually straight away (eg, in private after a meeting) 👍 a specific point about what I liked (not just “that was good”) 🧰 one thing they could improve (eg, “your voice dropped off at the end so your point didn’t have as much impact; try maintaining the pitch of your voice next time”).

Constructive feedback is undoubtedly a cornerstone of growth, both individually and collectively. However, it's crucial to emphasize creating a safe space for feedback exchange. This means providing constructive criticism and being open to receiving it. One practice I've adopted is the "feedback sandwich" approach, where constructive feedback is sandwiched between positive reinforcement. This helps maintain a balance and ensures that feedback is perceived as developmental rather than punitive.

Actually, feedback helps in navigating and improving the ways of working. Whilst feedback is helpful and contributes to one’s ability to increase productivity, it also ensures that individuals gets to know their weaknesses and how to improve on them. Notably, feedback should be given in a constructive manner, like using the sandwich approach. With this approach, you begin with what is going well, followed by what needs to be improved on and you end with what is going well. So the individual doesn’t feel bad, and they that at least there are areas they’re performing well but needs a bit improvement in other areas.

Timing is also an important factor. Effective feedback isn't just about what you say, but when you say it. Feedback should be timely, meaning it's delivered as close to the event or behavior as possible. This ensures that the feedback is relevant and actionable, and allows for quicker course correction and improvement. Delayed feedback can be less effective as details may be forgotten, and the emotional impact of the event may have diminished.

Progress has a meaningful connection with feedback that could be learning. Just as feedback is used in neural network algorithms to fine-tune the weights, members of a team can also refine their behavior or knowledge by receiving feedback from other members, especially the team leader. It is recommended that you, as a team leader, encourage team members to express their opinions about the progress made or decisions taken. The other part is receiving feedback from team members about your decisions and behavior. To create a culture useful feedback, you should strengthen other abilities in yourself and other team members, such as active listening or encouraging others to express what they think and fostering a sense of importance in the team.

Great leadership is rooted in emotional intelligence, which is about understanding and connecting with people. When leaders genuinely care about their team’s well-being, listen empathetically, and foster a supportive environment, they build trust and inspire loyalty. This human-centered approach not only creates a positive workplace but also naturally drives productivity and success. Results and success follow a genuinely happy team. When a team feels valued and understood, they are more engaged and motivated, proving that results will follow when people are prioritized.

Effective communication helps build trust, alignment, and engagement within the team. It allows leaders to inspire, motivate and guide their employees more effectively. Continuous work on these communication skills is a hallmark of homiletic leadership

Emotional intelligence is often overlooked but is incredibly impactful in team dynamics. Understanding and managing emotions, both our own and those of others, can significantly influence team morale and productivity. I've employed empathy mapping exercises during team meetings or workshops. This allows team members to step into each other's shoes, fostering empathy and understanding. Additionally, leading by example and displaying emotional intelligence can set a positive tone for the entire team.

Consistency breeds trust and reliability in communication. It's about more than what we say but how consistently we say it across various channels. One strategy I've found effective is creating a communication cadence or schedule, ensuring that essential updates or directives are delivered regularly and predictably. This keeps everyone informed and reinforces the perception of transparency and accountability within the team. Additionally, ensuring alignment between verbal and non-verbal cues helps maintain authenticity and credibility in communication.

Furthermore, consistency in leadership behavior is crucial for cultivating a culture of accountability and transparency. When team members see that their leader adheres to the same standards and expectations they set for others, it builds respect and credibility. This consistent behavior also helps in minimizing misunderstandings and reducing uncertainty, which can significantly impact team morale and performance. By being a consistent leader, you set a benchmark for your team, encouraging them to adopt a reliable and trustworthy approach in their own roles.

I've found over my the course of my career that emotional intelligence is just as important as, if not more important than cognitive intelligence. Being able to control your emotions helps control your outcome. Being able to relate to others who may be in a bad emotional spot helps build mutual longevity and trust. It doesn't matter who it is, everyone has bad days and I cannot focus on the what, I must focus on the why. If I cold call someone who just suffered a loss, just got terrible news, or even just stubbed their toe, they might take that out indirectly on me during that call. Rather than get offended and go on the defense, I pry into what's going on and offer my help, beyond the business aspect. I focus on the person vs. my wallet

Some of my thoughts for this topic with regards to consistent messaging: Establish Clear Goals: Define and communicate the team’s objectives to ensure alignment. Be Transparent: Share information openly to build trust and credibility. Listen Actively: Encourage feedback and show that you value team input. Maintain Regular Updates: Keep the team informed on progress and changes. Adapt Your Style: Tailor your communication to suit team members’ preferences. Reinforce Core Messages: Regularly reiterate key points to solidify understanding.

As I mentioned in a previous topic, consistency with meetings is key. I recommend at least once a week. If there's a need to reschedule, as there often is, do it but do your utmost to schedule in the very same week. Being a lead requires time and effort and most of all giving yourself to your team, so make sure to dedicate and prioritize them.

💫 I have a different take on this . In my Opinion a High Performing Team is Intrinsically Motivated overall saying thereby I think that it requires less Management on the Part of the 👉 Leader overall for accomplishing the Organizational Objectives . But any lack of High / Drag in Team Performance should be looked upon if it Exists and 👉 thereby suitable Controls should be exercised by the Leader which includes Effective and Required Communication too as per the Situation 👉 prevailing .

Es ce nécessaire de créer une liaison amicale avec tous les collègues en milieu professionnel ? Si oui, pour quelles raisons ? Sinon, quels sont vos arguments ? Merci !

Morale boosting, empathy and continued guidance can also contribute resulting into a high performance team which is quite evident in many practical scenarios.

All these points are great but greatest point is be genuine. If you are following a script or a set list on how to interact you will not succeed in getting a high level performance out of your team. This is crucially so with newer generation of team members you may be dealing with. Real feedback and real genuine communication gets past all the white noise communication and gets things accomplished faster.