Kara Willis - Community Builder for Women in Business’ Post

Want to know the secret to building a team that doesn't just perform, but excels? Don't be fooled into thinking you need to assemble a group of superstars. You need to instead create an environment where ordinary people achieve extraordinary results. 🔹Start by setting crystal-clear expectations. Your team should know exactly what success looks like. 🔹Foster open communication. Create a space where ideas flow freely and constructive feedback is the norm. 🔹Recognise and celebrate wins, both big and small. This isn't just about boosting morale; it reinforces the behaviours that drive success. 🔹But here's the real key: invest in your team's growth. When you prioritise their development, you're not just building skills - you're building loyalty. A high-performing team isn't built overnight. It's cultivated through consistent leadership, trust, and a shared vision. What's your biggest challenge in team leadership? Let me know below.

🌟 How to motivate team members in times of change or disruption My team and I had a lot to accomplish this year— streamlining operations processes and developing new offers to serve our coaching clients. We faced challenges this year — one was a launch that flopped and cost us considerable energy, time and money. I expect a high standard so I know I ask a lot of them. Work can be fatiguing. As a leader, I want my team to feel accomplished and seen, not burned out, undervalued, or under-appreciated. I also want them locked in and energized for our organizational vision. So I here’s how I celebrated my team at or EOY Meeting….. What I did as the leader of my team: 1️⃣Gathered a short list of our milestones and wins. 2️⃣Acknowledged team member contributions in achieving those wins. 3️⃣Took time to hear their spontaneous insights about what went well and what they’d like to see in the future. Why? 🌟Leaders like you and me are responsible for casting vision and reminding everyone involved why we’re headed there, especially when times get tough. 🌟We all need reminders of how far we’ve come — leaders and team members alike. Fostering a sense of accomplishment encourages us to stay the course. 🌟Professional Pathways has big projects for next year and I want my team locked in and energized for that vision. You don’t go as far as your dream (or plan) but as far as your team.

🌟 How to motivate team members in times of change or disruption My team and I had a lot to accomplish this year— streamlining operations processes and developing new offers to serve our coaching clients. We faced challenges this year — one was a launch that flopped and cost us considerable energy, time and money. I expect a high standard so I know I ask a lot of them. Work can be fatiguing. As a leader, I want my team to feel accomplished and seen, not burned out, undervalued, or under-appreciated. I also want them locked in and energized for our organizational vision. So I here’s how I celebrated my team at or EOY Meeting….. What I did as the leader of my team: 1️⃣Gathered a short list of our milestones and wins. 2️⃣Acknowledged team member contributions in achieving those wins. 3️⃣Took time to hear their spontaneous insights about what went well and what they’d like to see in the future. Why? 🌟Leaders like you and me are responsible for casting vision and reminding everyone involved why we’re headed there, especially when times get tough. 🌟We all need reminders of how far we’ve come — leaders and team members alike. Fostering a sense of accomplishment encourages us to stay the course. 🌟Professional Pathways has big projects for next year and I want my team locked in and energized for that vision. You don’t go as far as your dream (or plan) but as far as your team.

Want to know the secret to building a team that doesn't just perform, but excels? Don't be fooled into thinking you need to assemble a group of superstars. You need to instead create an environment where ordinary people achieve extraordinary results. 🔹Start by setting crystal-clear expectations. Your team should know exactly what success looks like. 🔹Foster open communication. Create a space where ideas flow freely and constructive feedback is the norm. 🔹Recognise and celebrate wins, both big and small. This isn't just about boosting morale; it reinforces the behaviours that drive success. 🔹But here's the real key: invest in your team's growth. When you prioritise their development, you're not just building skills - you're building loyalty. A high-performing team isn't built overnight. It's cultivated through consistent leadership, trust, and a shared vision. What's your biggest challenge in team leadership? Let me know below.

30 minutes. One conversation. A completely transformed team. Here’s what happened: He used to use 1:1 meetings to check on tasks. “Is this done? Is that on track?” Sound familiar? But I showed him a simple switch. ➡️ Stop focusing on tasks → Focus on people. ➡️ Stop doing all the talking → Start listening. ➡️ Stop making it a checklist → Make it a connection. And wow, did it work. ✅ He built trust. ✅ He anticipated problems. ✅ He made better decisions. ✅ He became more empathetic. ✅ He coached & mentored his team. ✅ He learned what motivates his team. He started acting like a leader. The result? Higher engagement and productivity. A proactive, challenge-ready team. Stronger trust and collaboration. Great leaders don’t just ask, “What’s done?” They ask, “How are you?” & "How can I help?" How do you use your 1:1s? Are they keeping you ahead or leaving you scrambling?

Transitioning into a new team, as a new leader is a leap of faith. Managers are often promoted based on their contributions as an individual contributor, not as a people leader which is a different skill set. Check out a video testimonial from a manager who successfully made the leap!

𝐖𝐡𝐚𝐭 𝐌𝐚𝐤𝐞𝐬 𝐏𝐞𝐨𝐩𝐥𝐞 𝐓𝐢𝐜𝐤? If you're a leader, you will know that every team member is unique. You can't use a 1-size-fits-all style. There are 4 broad ways to motivate your team members: a. WHY - This person needs to 'buy-in' to the reason behind the goal. b. WHO - This person feels the need to be doing good for others. c. WHEN - This person tends to procrastinate - need to set a deadline. d. HOW - This person needs a clear guide on what to do next. For most of us, we will be inspired to take action on our goals based on 1 or 2 of the above. Which 1 or 2 will get you moving? Comment below~ If you are unsure, join me to discover your true self in my monthly session: https://lnkd.in/grMivm-d If you want to find our what makes your CUSTOMERS buy, join this: https://lnkd.in/gnSAVWTj

Every superhero has a weakness, what's yours? Authentic Leadership is one of the first topics when you search Leadership Competencies, yet most leaders are developed to understand or demonstrate authenticity. Should leaders be vulnerable with their team when it comes to their weakness(es)?

Ever felt like you're drowning in work, even after building a team? That's a red flag! A leader's role is to distribute responsibilities, not accumulate them. If you're doing more than your team, it's time to reassess. THE DREAM TEAM • Multiplies your impact, not your workload. • Takes ownership and initiative. • Frees you up to focus on strategy and vision. • Grows alongside you, taking on more challenges. THE DRAG TEAM • Creates bottlenecks and slows progress. • Requires constant hand-holding and supervision. • Leaves you feeling overwhelmed and burnt out. • Limits the organization's growth potential. Remember, great leaders build great teams! If you're doing more than your fair share, it's time to: 1. Re-evaluate your recruitment process. Are you selecting the right people for the right roles? 2. Delegate effectively. Clearly define roles and responsibilities, and trust your team to deliver. 3. Provide support and training. Empower your team with the skills and resources they need to succeed. 4. Foster a culture of accountability. Set clear expectations and hold everyone responsible for their contributions. Don't let your leadership be a burden. Build a team that lifts you up, not weighs you down!