Adubato shares \u201csome tangible tips and tools\u201d that belong in the great leaders\u2019 tool kit:<\/p>\n
- \n
- Take the time to check in with your people and find out how they are feeling about what they are doing<\/strong>. The more input team members have into the way they do their job and the more they have the opportunity to share with you their own ideas and needs, the more motivated they are likely to be.<\/li>\n<\/ul>\n
- \n
- Go out of your way to catch employees doing something right.<\/strong>\u00a0This often doesn\u2019t come naturally to managers. As leaders, it is so easy to be blinded by people falling short or not meeting our expectations that we miss when they get it right. Look for employees\u2019 successes and when you find them, immediately let the employee know exactly how much you personally appreciate it and how the organization benefits from their efforts.<\/li>\n<\/ul>\n
- \n
- Establish trust among team members by creating opportunities to build personal relationships with each other.<\/strong>\u00a0You can\u2019t force team members to like each other or to be friends, nor should you even try. But truly getting to know your people will also present the potential to put them in situations where they can interact, connect, and find common ground with their colleagues. Often, in a way they wouldn\u2019t be able to do if you as a leader weren\u2019t aware enough to create such a positive and collaborative environment.<\/li>\n<\/ul>\n
- \n
- Share the spotlight by encouraging team members to voice their opinions.<\/strong>\u00a0Allow\u00a0\u00a0team members to make presentations both internally and externally; in fact, don\u2019t only allow it, but encourage it, report it, and reward it. Just because you may be the official leader of a team doesn\u2019t mean you should be doing all the talking. In fact, when you do this you send the message to your team that you believe you are the only one that has something to say. Plus, you lose touch with team members because they\u2019re convinced you have no confidence in them and their abilities.<\/li>\n<\/ul>\n
- \n
- Don\u2019t make every decision.<\/strong>\u00a0Rather, challenge team members to find the solution on their own with difficult problems and questions. Your objective is not only to get them to think for themselves but also to have them identify options and alternatives that you as a leader may not have thought of. In the process you will not only engage team members and motivate them, you will also get to know them better\u2014including the way they think or don\u2019t think about strategic issues and decision making.<\/li>\n<\/ul>\n
It is all about our trust and caring of others from which flows people knowing that they are valued and respected for who they are and what they represent. It is about finding and seeing the greatness in people and, most importantly, helping them see and find it in themselves. Those are life\u2019s magical moments.<\/p>\n
We are all so beautifully and joyfully unique\u2026 the unique pieces that we each bring to the magnificent mosaic of our\u00a0being <\/em>and\u00a0doing<\/em>\u00a0together. Let our thoughts, words, actions, behaviors and attitudes bring vibrant scintillation to that mosaic, and may its fire light the world of everyone it touches. Life is so very good.<\/p>\n
Have a beautiful day and a magnificent week!!!<\/p>\n
Mike<\/p>\n
![\"MIKE\"](\"http:\/\/blogs.shu.edu\/StillmanLeaders\/files\/2016\/05\/MIKE.jpg\")
<\/p>\n","protected":false},"excerpt":{"rendered":"To: The Great Leaders Who Have a Passion for Continuous Learning In his recent\u00a0Lessons in Leadership\u00a0blog post,\u00a0Knowing the Pulse of Your Team,\u00a0Steve Adubato\u00a0shares a video conversation he had with\u00a0Joe Torre.… <\/p>\n","protected":false},"author":76,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[3],"tags":[],"class_list":["post-2741","post","type-post","status-publish","format-standard","hentry","category-three-minute-leadership"],"_links":{"self":[{"href":"http:\/\/blogs.shu.edu\/StillmanLeaders\/wp-json\/wp\/v2\/posts\/2741","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/blogs.shu.edu\/StillmanLeaders\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/blogs.shu.edu\/StillmanLeaders\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/blogs.shu.edu\/StillmanLeaders\/wp-json\/wp\/v2\/users\/76"}],"replies":[{"embeddable":true,"href":"http:\/\/blogs.shu.edu\/StillmanLeaders\/wp-json\/wp\/v2\/comments?post=2741"}],"version-history":[{"count":1,"href":"http:\/\/blogs.shu.edu\/StillmanLeaders\/wp-json\/wp\/v2\/posts\/2741\/revisions"}],"predecessor-version":[{"id":2742,"href":"http:\/\/blogs.shu.edu\/StillmanLeaders\/wp-json\/wp\/v2\/posts\/2741\/revisions\/2742"}],"wp:attachment":[{"href":"http:\/\/blogs.shu.edu\/StillmanLeaders\/wp-json\/wp\/v2\/media?parent=2741"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/blogs.shu.edu\/StillmanLeaders\/wp-json\/wp\/v2\/categories?post=2741"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/blogs.shu.edu\/StillmanLeaders\/wp-json\/wp\/v2\/tags?post=2741"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
- Don\u2019t make every decision.<\/strong>\u00a0Rather, challenge team members to find the solution on their own with difficult problems and questions. Your objective is not only to get them to think for themselves but also to have them identify options and alternatives that you as a leader may not have thought of. In the process you will not only engage team members and motivate them, you will also get to know them better\u2014including the way they think or don\u2019t think about strategic issues and decision making.<\/li>\n<\/ul>\n
- Share the spotlight by encouraging team members to voice their opinions.<\/strong>\u00a0Allow\u00a0\u00a0team members to make presentations both internally and externally; in fact, don\u2019t only allow it, but encourage it, report it, and reward it. Just because you may be the official leader of a team doesn\u2019t mean you should be doing all the talking. In fact, when you do this you send the message to your team that you believe you are the only one that has something to say. Plus, you lose touch with team members because they\u2019re convinced you have no confidence in them and their abilities.<\/li>\n<\/ul>\n
- Establish trust among team members by creating opportunities to build personal relationships with each other.<\/strong>\u00a0You can\u2019t force team members to like each other or to be friends, nor should you even try. But truly getting to know your people will also present the potential to put them in situations where they can interact, connect, and find common ground with their colleagues. Often, in a way they wouldn\u2019t be able to do if you as a leader weren\u2019t aware enough to create such a positive and collaborative environment.<\/li>\n<\/ul>\n
- Go out of your way to catch employees doing something right.<\/strong>\u00a0This often doesn\u2019t come naturally to managers. As leaders, it is so easy to be blinded by people falling short or not meeting our expectations that we miss when they get it right. Look for employees\u2019 successes and when you find them, immediately let the employee know exactly how much you personally appreciate it and how the organization benefits from their efforts.<\/li>\n<\/ul>\n