Here's how you can showcase your ability to manage and develop a high-performing team.

To showcase your ability to manage and develop a high-performing team, lead by example. Demonstrate commitment, integrity, and excellence in your actions. Set clear goals, provide constructive feedback, and celebrate achievements. Foster a culture of trust and continuous learning. Your leadership will inspire your team to reach new heights and achieve outstanding results.

What I have experience in my career that we get scared some time to take the risk and lead the task but we can take the calculative risk and lead the activity. For that we need to understand the business need and what’s our limitations so that we can bring the right approach to finish the task and help the team to understand the importance of leading any activity

We can showcase our ability to manage and develop a high-performing team by setting clear goals, providing continuous feedback, and promoting a culture of collaboration and innovation.

Lead by Example: Inspire Your Team Great leaders set the tone. Demonstrate the behaviors you expect - punctuality, work ethic, positivity. Show commitment to shared goals and values. This proves you're not just a manager, but a teammate on the path to success.

Establecer objetivos claros y alcanzables, alineados con la visión de la empresa. Fomentar una cultura de confianza y respeto, donde cada miembro se sienta valorado. Proveer oportunidades de desarrollo profesional. Promover la comunicación abierta y efectiva, facilitando la colaboración. Reconocer y recompensar los logros, motivando al equipo a seguir mejorando. Evaluar regularmente el rendimiento, ofreciendo retroalimentación constructiva y ajustando estrategias según sea necesario.

Most of the time we just start the activity without any clarity thinking that it’s important to finish. But the important part is to understand the necessity of that activity and what is the impact. By doing that not only we can understand the task but also we can communicate clearly what we have to do and how it has to be performed.

Durant ma carrière, la principale cause de retard dans les projets était une mauvaise communication. Un email non répondu, un message non lu, ou un graphiste absent retardait souvent les avancées. J'ai appris à anticiper ces problèmes en cherchant des solutions proactives et en allant voir directement les personnes concernées. Lorsqu'un message restait sans réponse, je contactais les personnes impliquées pour comprendre la cause du retard et trouver une solution satisfaisante pour tout le monde. Il est facile de procrastiner, mais chaque heure perdue ralentit le projet et réduit notre marge d'avance.

Communicate Clearly, Lead Effectively Strong teams are built on clear communication. As a manager, be direct in instructions and feedback. Encourage open dialogue and be accessible for questions. Fostering open communication builds a well-informed and unified team, showcasing your management skills.

Poor communication is frequently at the heart of many business (or project) issues. Effective communication requires a thorough understanding of the subject, whether it's a business opportunity, a problem that needs resolution, or a risk, etc. It is very important to understand that inadequate understanding of the subject will ultimately lead to ineffective communication. Throughout the communication process, maintain an open mind and welcome feedback. Additionally, eliminate any obstacles that may restrict free-flowing communication within your organization or teams by fostering a psychologically safe environment that promotes open dialogue.

I have learned from experience that the quality of communication within a team, organisation or any sort of relationship has a direct impact on how successful it can be. Be mindful that we all carry years of experience that influences how we communicate so never assume understanding. Instead find ways to deepen understanding by leveraging more than one communication channel. Personally, when I am communicating new information to my team, I'd rather do it face to face or the next best option - a teams call. Then I follow up with a mail with a short outline of what we have discussed, agreed and next steps. Don't forget to include timelines to keep everyone accountable. I end by stressing open lines of communication if support is required

Trusting your team is a vital part and also creating such player in the team. We can do that by delegating the task and understanding their strengths. We also have to make them ready to take charge and decide in some of the activities. Through which they will have the exposure to lead any activity and responsibility of leading any task.

Gone are the days of authoritative leadership in organizations. Leaders of today are embracing a collaborative leadership style, understanding the importance of collaboration and leadership delegation. This is evidenced with the recent shift in organizational structures from deep hierarchies to flat (or broad) structures. When you empower your teams to take ownership of their activities and tasks through delegated leadership, you not only enhance your productivity and effectiveness as a leader but also cultivate leadership skills across the organization, thereby boosting and maintaining its overall performance.

Empower Your Team, Build Leaders Great leaders empower. Grant autonomy and ownership of tasks. This builds trust and confidence in their abilities. Effective delegation and fostering growth creates leaders within your team, a true mark of your leadership skills.

People tend to rise or fall to the level of your expectations for them. This is known as the Pygmalion effect. A considerable part of being an effective leader is getting your people to exhibit the greatness that you know is within them but you can't do that when you are micromanaging and second guessing the team. Recruit competent staff and then give them the space to demonstrate their value. Be close enough to step in if help is needed but be removed enough that they can tell that you trust them. Your demonstrated trust will cause a desire to prove you right

Il faut comprendre que dans la gestion d'une équipe, il y aura toujours des divergences d'opinions ou des conflits dans la méthodologie de travail. Il faut respecter chacun et communiquer clairement les objectifs du projet. Cependant, il est aussi essentiel de rester ferme et de montrer que privilégier l'action est plus important que parler pour parler, et que parfois une opinion contraire peut être bénéfique, seulement si elle aide à faire avancer les choses. Et l'égo n'a pas lieu d'être dans une équipe où l'entraide est le mot d'ordre.

Lead Through Conflict, Build Resilience Conflict is part of teamwork. Address it swiftly and fairly. Use these moments to showcase problem-solving and team-building skills. Your ability to navigate challenges and maintain focus on shared goals demonstrates true leadership.

Conflict Resolution: Describe specific instances where you successfully resolved team conflicts or challenges. Strategic Decisions: Highlight strategic decisions you’ve made that led to improved team performance or project outcomes. Delegation: Explain your delegation process, ensuring tasks are aligned with team members' strengths and career aspirations. Empowerment: Provide examples of how you empower team members to take ownership of their work and make decisions.

Use the Right Language in Difficult Situations: Avoid complaints and excuses. 3 Magic As:: agree, apologize, and act. Quickly apologize and find a solution to avoid prolonged conflicts. Problem-Solving Attitude: Instead of finding fault, focus on solutions. When arguing, shift the discussion toward prevention. Handling Accusations: Don’t engage in negative disputes. Provide evidence or ask why the accusation was made. Understand the problem to find a solution. Shaping Behavior: Avoid telling people what they should’ve done. Focus on the future by coaching and suggesting improvements. 🚂

One key concept that I have done to help bring visibility to a high performing team is to celebrate the accomplishments outside of the team. I focus on being an advocate for my team and work to bring visibility to the team from all parts of the organization. My goal is for the organization to see the impact that a high performing team is making not only in their specific area, but the organization as a whole. Celebrate the wins and accomplishments to all those that will listen. This will help to continue to drive those high performing teams to keep pushing.

Understanding that our work our own development work is never done, that we are still fallible and require our own mentors and self-development tasks is what enables us to remain adaptable and evolve ourselves. It is a poor leader who thinks they have nothing left to learn and place themselves on the pedestal of "being the best".

As a founder, I have observed the ability to adapt and evolve has helped us a lot. I know we have our ways and at times we get too attached to the process. The process is important, continuously improving that process is even more instrumental to growth. So, take feedback from internal and external stakeholders, listen to your client, listen to your team, Make a process which works best for everyone and update it.

Encourage a culture of feedback by regularly soliciting input from your team members on your own leadership style and team dynamics. For instance, during one-on-one meetings, ask team members for their thoughts on how you can better support them or improve team collaboration. By actively seeking feedback and showing a willingness to listen and adapt based on their input, you demonstrate humility and a genuine commitment to fostering a positive work environment. This personal example underscores the importance of continuous improvement and mutual respect within the team.

Leading and managing a high performing team is hard - simply because they are already good and that just means your value to them as their leader needs to grow higher too. But this is a 'good' problem to have and one every leader wishes for in their careers. A few key pieces of advice from my experience is as follows: First - don't hinder the high performing team, scale back on reports, meetings, taking time or attention away from their work unless you can add significant value. So re-think blanket approaches and systems and recalibrate your system to tailored support to individuals in the team who need you instead Secondly, escalate the challenge for the team. High performing teams will loose their spirit if they lack continuous growth.

Make it more about them than you. Consider whether you have the same attitude to developing the people in your team than you do, to maybe your children. When you are trying to developing your team, you may be holding back, you may scared of putting too much pressure on them, for fear of what they may think of you. Do they see you as being too pushy, or too demanding? These fears may hold you back, and ultimately you may be thinking about what is best for you (ie I want them to like me) as opposed to them. Compare this if you were developing your children in some way. You may push them more, and worry less about their discomfort as you are worried less about what they think, as you know that all your actions are well intentioned.

Il reste aussi le côté humain à prendre en compte, qui n'est pas un facteur restreint ou constant. La vie nous apprend que des erreurs seront commises, mais si nous restons authentiques et sincères, nous accomplirons de grandes choses. Les gens autour de nous le ressentiront et donneront le meilleur d'eux-mêmes en retour.

Following are ways to build a team with high performance 1. Mutually trust respect and integrity within the team and leader 2. Accept and celebrate the uniqueness of each team member 3. Build a leadership quality in each of the team members so that they can take a risk for innovation 4. Know your own strength and weakness and your team member strength and weakness to delegate the work effectivity 5. Know the need, desire & style of yourself & your team member 6. Give credit to your team for the success and also give appreciation to the team member in front of the whole team as well as take d responsibility on yourself 4 failure and give suggestions 4 improve in d performance with d right kind of empathy personally in one 2 one session