180 Degrees Consulting Brussels’ Post

My job is to make my team uncomfortable. This video proves why. → 2 years ago...  I began building the 40+ person team of experts I have today. → 2 weeks ago...  We celebrated our biggest month ever, blowing out our previous ARR by 180%. Great leadership is about pushing and challenging your team—and the results show. I’d love to take all the credit, but let’s be honest: I’ve built a team of leaders. People who: - Rethink their approach and find new solutions - Set the bar high for themselves (and me) - Thrive on seeing both themselves and the business grow They’ve stepped up, taken ownership, and achieved results beyond what I could have dreamed. This isn’t just a team— It’s a powerhouse built to scale, thrive, and sustain. 📺 Check out the video of our team meeting... this team gets more done in one week than most teams this size complete in a quarter. True rockstars 🎸 Cheers to the teams that drive us forward 🍻 To building something bigger than we ever imagined… ✌️🧡🌮

Want a high-performing team? 14 tips to get them there: 1. Provide growth opportunities 2. Create a safe environment 3. Offer and seek feedback 4. Encourage collaboration 5. Set clear expectations 6. Encourage innovation 7. Communicate openly 8. Celebrate small wins 9. Admit your mistakes 10. Build connections 11. Recognize efforts 12. Lead by example 13. Show empathy 14. Be transparent A high-performing team isn't built overnight. But with strong leadership, it will happen. Your team has the potential. Unlock it. ♻️ Repost this to help others, too. And follow Dr. Christian Poensgen for more.

I didn’t promote an SDR who was smashing their target. Naturally, the assumption was they should be promoted to Team Lead. But here’s the thing: just because someone’s a great IC doesn’t mean they’re ready (or suited) to lead a team. It was one of the best decisions I made NOT to promote them to Team Lead. Instead, I promoted them to AE, where their core strengths would truly shine—and they’re absolutely killing it. Leaders, it’s okay to guide someone down a different path if you know it’s the better fit for their traits and skills. Not every high-performer is meant to lead a team or be a manager!

Read this if you're a woman leader struggling with team performance. How many times have you thought to yourself: ➡ "My team needs a complete overhaul" ➡ "We keep missing our targets" ➡ "I have a 'bad' team" You're missing the point. It isn't about needing a "new/ better/ different/ more skilled..." team. ✅ It's about using what you already have. Right now. ✅ Your team has untapped strengths. ✅ It's your job to use them. Whether you're a new manager. Mid-level Director. C-Suite Leader. And you can bring out the best in them. I guarantee you... The great teams you look up to didn't just happen by chance. They grew, little by little, day by day. The "amazing leaders" you see... they're not magic. They just started using their team effectively sooner. You? Start today, my friend. 💪 Your team's breakthrough is waiting. Don't wait another day to begin. PS: You don't need a better team. You can generate better performance from your existing team.

Imagine having a structured plan to effectively prioritize your work while leading your team. 🤔 Imagine partnering with someone who provides both guidance and accountability as you grow into your leadership role. 🤔 Imagine achieving a work/life balance that allows you more quality time with your loved ones. 🤔 If you're ready to make this vision a reality, let's connect. DM me to start a conversation. 🚀

Ever said "Yes" to something to which you really wanted to say "No"? You are not alone. Type A personalities, people pleasers, go along to get along - all these habits and beliefs can make us expend our time, money, and/or energy on things we don't really want and for which we don't really care. Stop the madness with these new habits. You can do this for yourself and for teams you lead. As a leader, you are the protector of your team. Be clear about the team's priorities, in your view and in the organizational view. If the team is already overloaded, saying "Yes" doesn't help you or the team. Instead, ask where the new request fits in with existing priorities, whether to shift a current priority to make space for the new, or to highlight that the new is less important and let it go or schedule time to re-visit it.

Building a winning team requires thoughtful leadership, a focus on team dynamics, and strategic alignment. Here's a step-by-step approach to building a successful, high-performing team: 1. Recruit the Right People 2. Define a Clear Vision and Purpose 3. Establish Strong Leadership 4. Foster a Collaborative Environment 5. Set Clear Roles and Expectations 6. Encourage Accountability 7. Promote Open Communication 8. Celebrate Successes 9. Develop Resilience and Adaptability 10. Create a Positive, Winning Culture 11. Provide the Right Tools and Resources 12. Continuously Improve By focusing on recruiting the right talent, fostering a collaborative and positive culture, and leading with clear goals and accountability, you can build a winning team that consistently delivers outstanding results.

Lessons from and for real life! It sounds obvious, but... If you're in a product leadership role, please... connect results to your priorities! If you are looking for a fully motivated team... do it! If you don't want to see your team feeling like robots, working and delivering resources without knowing the value... do it! Tip: Link each task to any KPI! That's not difficult! Oh...and if you don't have a KPI, create a baseline and get started! 🚀

"How do I keep my team motivated when we aren't sure of our future roles?" It's not an uncommon feeling Or statement From leaders I've coached, or feelings I've had myself when Leading through Change and Transformation. It's a time of unknowns. How do I lead my team? How do I communicate when I may not know the details? How do I deliver on our goals? This graph from medium.com is a great representation of "All the feels" That occur with change. Here is a summary of Leading Through Change (I repost it frequently) - since so many are leading in this environment. https://lnkd.in/ghDc5CBi Need more? let's chat

Your job title doesn't define you. Don't let it go to your head. Being in charge doesn't make you a leader. What truly matters is: - Staying humble and respectful. - Giving clear and helpful feedback. - Working for the team's benefit, not just your own. - Showing empathy and kindness. - Praising others behind their backs. - Standing up for what's right, even when it's tough. Real leaders earn respect through their actions. They don’t need titles or recognition to prove themselves. eadership isn't about job titles. Do you agree? Comment below ⬇ ♻ Repost if this resonates with you. 👋🏼 Follow Muhammad Dilawar for more posts like this.