Leadership tips to build Stronger teams
Working together builds trust, culture, and sense of belonging
To complicate things, while younger workforces demand flexibility and expect at least some remote working opportunities, they also admit to craving (at least seeking) the human connection that virtual workplaces simply don’t deliver effectively. Add that a lot of companies have embraced a collaborative, team approach to development and execution of products and services and you’ve just added another layer of complexity to the challenge of leadership.
Training the team together
Some struggle with availability, especially with the 8-hour workday spread over 14-hours. This creates tension and finger-pointing as well as delays and lackluster results.
As companies take another look at work conditions, hybrid work models are becoming popular. What does your hybrid model look like? What positions can take advantage of a hybrid model? What’s your home vs. office rotation schedule? How frequently do you bring the team together? A Zoom Happy Hour barely counts anymore. Ask yourself, how are you building cohesive teams? Are you training together? Developing connection which creates a positive work culture and loyalty?
The human chemistry inherent in enduring a shared experience (particularly hardship) is undeniable in building camaraderie and a willingness to do extra for those around us. This is keenly evidenced in nearly every military in history: if the training is hard but it's necessary, is accomplished together, we develop the seeds of a bond that are solidified in combat situations.
Are your employees getting the support they need to be an effective community member? Are you asking remote employees how they need to stay connected? These questions matter if you’re taking time to develop your employees because you want to KEEP them.
In the military as a small unit leader, we were trained (and bred) to “take care of our Marines (or soldiers, sailors, airman).” The premise being they were placed in our charge and there is an expectation of obedience, but they are the key asset for us (as officers and leaders) and needed to carry out the mission assigned by our management. If the people survive, the mission will thrive.
In the big picture, we are “…sworn to defend the Constitution of the United States of America against all enemies foreign and domestic…” We think, at least I did, of ourselves as the protectors of our families and the liberties we enjoy as citizens of the greatest nation on Earth. We protect the rights of all to speak up, speak out, protest, or even “burn the flag” – doesn’t mean we agree, and we didn’t sign up to get a vote on that stuff, but rather PROTECT others right to do so.
Similarly, now as business owners, we want to PROTECT our employees, our product/assets, and our brand/reputation. This way our employees can provide for their families, etc. This gives us a new mission to rally around and a purpose bigger than ourselves. I’ve spent almost a decade of post-active-duty time consulting for government and corporations.
As I’ve trained corporate and government leaders, I am always guided by the eleven US Marine Corps Leadership Principles. I incorporate them into my trainings and find that they help manage civilian workforces of all ages and experience levels.
Know yourself and seek self-improvement
Be technically and tactically proficient
Know your Marines and look out for their welfare
Keep your Marines informed
Set the example
Ensure the task is understood, supervised, and accomplished
Train your Marines as a team
Make sound and timely decisions
Develop a sense of responsibility among your subordinates
Employ your command in accordance with its capabilities
Seek responsibility and take responsibility for your actions
Just replace “Marines” with “employees” and see how it sounds….
Regardless of the community you manage, clearly defined goals and structure will create the connection and collaboration you want for your teams. Without these, you will have chaos which impacts loyalty, retention and productivity.
