Leanne Cusumano Roque, Esq., PCC’s Post

How do we make a high-performing TEAM ❓️❓️ 📢A team's success isn't just about their talent or look or dialogue delivery or presentation. It also takes: ✅️ Trust ✅️ Safety ✅️ Leadership ✅️ Commitment Every great team was once or initially a Group of individuals. ✔️They didn't know much about each other. ✔️They had to learn to trust each other. ✔️They had to find common ground. A great leader's job is to turn a group into a team. 💡Some most authentic tips to get them there: 🔵 Provide growth opportunities 🔵 Create a safe environment 🔵 Offer & seek feedback 🔵 Encourage collaboration 🔵 Set clear expectations 🔵 Encourage innovation 🔵 Communicate openly 🔵 Celebrate small wins 🔵 Admit your mistakes 🔵 Build connections 🔵 Recognize efforts 🔵 Lead by example 🔵 Show empathy 🔵 Be transparent & accountable, no undue favour to some special one. A high-performing team isn't built overnight. But with strong leadership, it will happen. ( Take times) Your team has the definitely potential. 🟥 🔑🔑Just Unlock it, by your vision, actions and commitments. ‼️‼️‼️🔺️🔻

As a leader, I work for my team—they don’t work for me. Together, we work for the success of the company. This mindset has transformed the way I lead. My focus is on creating an environment where my team can thrive and deliver their best work. Here’s how I strive to bring value to my team every day: •Empowering decision-making: I encourage my team to own their projects and trust their expertise. When employees feel empowered, their confidence and creativity flourish. •Clearing roadblocks: Whether it’s navigating organizational challenges or removing inefficiencies, my priority is to make their work easier and more impactful. •Prioritizing professional growth: I believe in giving my team opportunities to develop new skills and take on challenges that align with their career goals. • Fostering collaboration: Strong teamwork starts with open communication and trust. I ensure my team has a space to exchange ideas, challenge each other, and grow together. Great leadership isn’t about being in charge—it’s about creating value for your team and helping them succeed.

Great CEOs ask, "What could I have done better?" and hold themselves accountable when things don’t go as planned for them and their team. Accountability starts at the top. Take ownership and set the tone for your team. Instead of pointing fingers, focus on the *why* something went off course. Locate where the crack in communication occurred, dive into the obstacles that weren’t foreseen. This kind of reflection builds trust, encourages open communication, and helps teams problem-solve together. Accountability starts with you. Commit to it and watch it transform your team.

Empathy and support are crucial in creating a safe work environment. Foster a culture where individuals feel comfortable sharing concerns. As a leader, are your people willing to tell you when something isn't okay? If you only hear positive feedback from your team, it may be time to dig deeper. There is no perfect organization, leader, or team. When no one expresses any concerns, that's a red flag 🔴 that something may be going on below the surface.

I've had some clarity on building influence and confidence as a leader recently. I've had trouble with questions like: *️⃣ How do I influence my team without explicitly giving step by step instructions? *️⃣ How do I lead by example when I don't do or even understand all of what my team is doing? But what I've realized is that I have to set the bar for myself before anyone will follow. Be the most prepared, the most customer centric, the most value focused. The team will naturally reciprocate. Get the team to chase me instead of me having to push all of them. Much higher impact for the effort.

Stop telling yourself it’s all on you! Are you used to shouldering the blame for everything that goes wrong at work? That sense of responsibility can feel motivating from a certain perspective. Until it becomes a roadblock, limiting growth and holding your team back. In my latest issue of Lead Through Mistakes, I dive into the dangers of over-owning mistakes and explore ways to build a culture of shared responsibility. Check out the full article on my Substack 👇

I recently learned a lesson and it's one that I took to heart ... one of the most rewarding aspects of leadership is witnessing the growth and success of your team. I've spent the last 2 years focused on building a team that values Accountability, Clarity, Collaboration, Efficiency, and Proactivity. Every day I committed to each value and worked to ensure it's success. I’ve learned that building a strong team is just the beginning. The real magic happens when you step back and let that team shine. In a recent meeting with my direct reports, we were discussing engagement and collaboration within the team. As I was taking another opportunity to focus on building this team, I was schooled ... and I loved it!  Great leaders know when to step back and let their teams take the reins. Trusting in the skills and judgment of your team members empowers them to innovate, excel, and in this case, challenge me and my motives. "You've done your job, now let us do ours ... we got it from here." I love everything about that statement, because they were right. The safe space has been given for those words ... and I have worked to build trust that enables that space. The problem was that I never looked up and acknowledged them. I should quite literally step back and let them do their thing. This showed me that stepping back doesn’t mean stepping away. It’s about giving your team the space to lead, innovate, and even make bad decisions while being there to support and guide them. By doing so, you will create a resilient, autonomous team that drives the organization forward. Thanks to those in that room that taught me this lesson, I am forever grateful for another learning opportunity.

11 Ways NOT to Earn Trust and Recognition as a Leader 1. Avoid difficult conversations 2. Engage in people-pleasing 3. Take credit for others’ work 4. Fail to provide feedback 5. Be inconsistent in decision-making 6. Communicate expectations unclearly 7. Fail to show appreciation 8. Micromanage your team 9. Avoid delegating tasks 10. Show favoritism within the team 11. Be unavailable or hard to reach Got a 12? Share in the comments.

"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

Teamwork Wins! Watching the Eagles game tonight, I was reminded of what makes a truly great team. It’s not just about individual stars; it’s about how the team supports one another, especially when mistakes are made. A strong team does not let one misstep define them- they rally, encourage, and help each other come back stronger. True teamwork means passing opportunities around so others can shine. It’s about celebrating collective success, not just individual glory. Great leaders focus on developing everyone on the team, not just the key players, because when everyone grows, the whole team does better. What really got me was the importance of stepping in when someone needs a hand - or even a break. Great teams don’t let their players break or burn out; they step up or send in someone with fresh energy to keep things moving. This inspired me to double down on encouraging coaching and development and has me really reflecting on how I can grow to lead or support differently for the betterment of the team. We only win when we do it together.