Here's how you can make sure your boss values and acknowledges your team contributions.

No leader no manager can grow without Team contribution and support. Best practice is to assign the task on a daily basis using the project management tools which helps to split the task based on priority and tech expertise, managing sprint via Daily Scrum Call. In order to represent work in an eye of boss and getting valued in return is possible by presenting the work timely, showing project progress, team new way of working, showing via Dashboard the progress of work. And showing the result-oriented work.

To ensure your boss values and acknowledges your team's contributions, it is essential to track success systematically. Documenting achievements provides concrete evidence of your team's impact and progress. Regularly update your boss with clear, concise reports highlighting key milestones, metrics, and success stories. Celebrate these achievements publicly within your team and organization. By consistently tracking and communicating your team's successes, you not only keep your boss informed but also boost team morale and visibility. Make tracking success a routine practice to ensure your team's hard work gets the recognition it deserves.

The call to track meaningful success metrics really resonates with me. Too often, we get caught up checking off task boxes without stepping back to assess the bigger impacts. But when you can directly tie team outputs to bottom-line value, that's powerful leverage for advocating for your team and securing future resources.

Tracking team success, utilizing effective communication, scheduling meetings, and aligning with company priorities can help identify areas of excellence and support, securing recognition and support. • Document Success: Keep detailed records of team achievements, metrics, milestones, and feedback. • Communicate Clearly: Schedule meetings to discuss team's work and its impact on the organization. • Align with Company Priorities: Understand how team's work aligns with the organization's strategic objectives. • Publicly acknowledge individual team members' efforts and suggest ways to reward exceptional performance. • Encourage cross-functional relationships and demonstrate how team's work enables the broader organization's success.

To establish credibility and earn trust as a leader in an unfamiliar industry, immerse yourself in learning the industry, listen actively to your team, and seek advice from experts. Communicate transparently, demonstrate humility, and build relationships by showing respect and understanding. Deliver on your commitments consistently, and showcase your leadership skills by making informed decisions and fostering a collaborative environment.

I once coached a team reporting to the CFO, and, suspecting they were perhaps not all on the same page, took a poll. I asked them each to write down their #1 goal as a team. I then read them out loud, without names. They were ALL different. As the leader, have you communicated your goal so clearly, consistently, and completely that you hear your team members using the same words to describe the goal? How can you test the assumption that you're aligned?

Great leaders help individuals understand the vision and direction of the team/organization. They then use the vision to align individuals' contributions to these goals. Team members have a prerogative to actively use this guidance as a barometer for their work -- aligning their contributions and work to the team's vision and expectations. On a regular cadence, the team member should remind their boss of the direction they were provided, the contributions they've made, and the questions/needs they have to be successful.

Tell them! If your team is doing well, you are doing well. Too often, we get too wrapped up in our own world and what we as individuals are accountable for and need to do. This is what we talk to our boss about. When we showcase our team's achievements and contributions, everyone wins. Your boss feels good that things are going well, you look like a great leader when your team is performing well and your team members are acknowledged and feel recognised.

I do not believe in the philosophy - "I'll let my work speak for me". In the fast paced world and work environments we operate in, this philosophy seems dated. To have your contributions valued, you must ensure that they're not only acknowledged but your presence in the system needs to be felt indispensable. Here are some way you could adopt - 1. Send periodic reports highlighting your key accomplishments, metrics, and contributions. 2. Present data and KPIs that illustrate the impact of your work. 3. Regularly share an update on potential issues, progress, and plans. Be on top of everything. 4. Use internal communication tools, newsletters, and social media to highlight your and your team’s work.

Keep your boss in the loop - we love good news so share it! Without seeing every single amazing piece of work or result, it's great when people have that to hand. We have a 'Hubbler of the Month' to celebrate great work.

Maintain open lines of communication with your boss. Regular check-ins can ensure they are aware of your team’s efforts and successes.When discussing your team's work, frame it within the broader goals of the organization. This helps your boss see the alignment and strategic importance of your team’s contributions.

Build a strong, professional relationship with your boss. Understanding their priorities and pressures can help you align your team’s efforts with what matters most to them.Facilitate opportunities for your team to interact with your boss in informal settings, such as team lunches or off-site activities. Personal connections can enhance the perception of your team’s contributions.

Act as a champion for your team. Ensure that their hard work and achievements are known and appreciated by those at higher levels.Regularly acknowledge and reward your team members for their contributions. This not only boosts morale but also creates a culture of appreciation that can be communicated to your boss.When discussing successes with your boss, ensure you highlight the specific contributions of team members, giving credit where it is due.

Personal development is key to ensuring your boss values and acknowledges your team efforts. Encourage individual growth, share success stories, and demonstrate how it positively impacts team performance. By investing in your team's skills and capabilities, you showcase forward-thinking leadership and create a team that any boss would value. Foster an environment of continuous learning and development to enhance your team's contributions and gain recognition for their hard work.

Few things make employees feel as valued and important as your investing in them. Now that you're aligned on the goals, what does each person on your team need to learn to achieve those goals successfully? What do YOU think, and what do THEY think?

Highlight the impact of innovation within your team. For instance, introduce a new approach or tool that significantly enhances productivity or solves a persistent problem. When I implemented a streamlined project management software that reduced turnaround time by 20%, I emphasized to my boss how this innovation not only improved efficiency but also aligned with our company's goal of delivering faster client solutions. Demonstrating innovative thinking shows proactive leadership and underscores your team's value in driving continuous improvement and meeting strategic objectives.

Frame the information in a helpful way. Your line manager is likely working under pressure, spread thin and will have other teams and priorities to think about, so the easier you can make it for them to recognise and respond to your team’s successes, the better. - Give your manager succinct , punchy information on what your team has achieved, how it exceeds expectations and how it contributes to the overall business goals. - Get information to your manager in as timely a way as possible, so they have time to think about it and respond. - Draft messages your manager can cut and paste, so it’s easy for them to act on the run. Be a strategic business partner for your boss, specialising in how best to support and engage your team.

Support communication involves active listening,intent full listening, listen first to understand, asking clarify question, understand other people point of view, being non judgemental ,by being descriptive, being specific, being problem oriented not personal oriented, use right kind of empathy, avoid criticism, effective use of scare resources own the communication, use of words, authority accountability autonomy altruism reciprocity Validity communication involves affirmating conjunctive accepting and clarifying by which we can acknowledge the boss and we can earn credibility for our team #Leadership #leader #teambuilding #credibility