Blue Star Partners’ Post

Accountability is not about withholding compassion from your teams. They can (and should) coexist. In my experience, the best way to find a balance is to build solutions together with your team. Commitments can't flourish without everyone being on board. #Accountability #TransformationalLeadership

Leading Through Difficult Times Every business faces challenges, and maintaining team morale is crucial during tough times. Leaders must prioritize people skills to navigate through turbulent periods successfully. Communication, transparency, compassion, and gratitude play a vital role in guiding a team towards shared goals and fostering a supportive environment. Difficult times is not the time to turn on your people but a time to rally the troops. Prioritizing your people during these times, demonstrates that WE are in this together. Unity. Remember, how you treat your team now will shape the future of your company. Tips for leading through difficult times: Beware of your ego Communicate regularly Define priorities Energize your team Adjust your expectations Be honest Lead authentically Practice caring transparency Ask your employees Control your fear Find ways to work smarter, not harder Show your gratitude every day Be compassionate Be open to change Don’t be reactive Manage your emotions. #Leadership #TeamMorale #Communication #Gratitude

"When leaders practice these habits, they’re able to set clearer expectations, anticipate a variety of outcomes, and keep team members in the right mindset so they can focus on getting better rather than being perfect." Read for 3 tips to compassionately build accountability among your team, via Harvard Business Review: https://ow.ly/sUPb50Sr3kr

Good leaders ask questions. Great leaders take it a step further. Great leaders also ask follow-up questions. Starting today, try this experiment in your meeting. Instead of giving your .02 cents. Try a follow-up question instead: → "How might we?" → "Tell me more" → "Say more" → "What if?" → "How so?" Why ask follow-up questions? 1. Your team will know their voice matters. 2. Your team will share what they're thinking. 3. You'll come up with better ideas than before. 4. You hired your team for their thinking. You didn't hire to blindly follow yours

“Accountability perceived as a worthy challenge views taking ownership of a task as an opportunity for growth, and sees missteps as chances to improve.” Holding your team accountable is giving them the gift of your trust that they can get things done. Managing that accountability with empathy means also giving them the support that ensures a soft landing when they don’t. Practicing #peoplefirst leadership builds innovative, collaborative and resilient #missionfirst teams.

"When leaders practice these habits, they’re able to set clearer expectations, anticipate a variety of outcomes, and keep team members in the right mindset so they can focus on getting better rather than being perfect." Read more for 3 ways to compassionately hold your team accountable, via Harvard Business Review: https://lnkd.in/gK4aRrmf

Negativity in the workplace: a leadership challenge? It's rarely about professional skills. Negativity often stems from personal insecurities. Lead a team where understanding replaces criticism. Transform negativity into a path for growth. Shift the narrative in your organization.

5 Keys to Motivating Your Team Great leaders know what truly motivates a team. The secret isn't just in goals and incentives. It's about: ✓Recognizing their efforts, big and small. ✓Understanding what drives each of them. ✓Listening, really listening, to what they say. ✓Creating a space where it's safe to take risks. ✓Respecting that they have lives outside of work. This is how you build trust and loyalty. It shows you see them as individuals, not just employees. And when people feel valued and understood, they bring their best selves to work. So take the time. Invest in your team. The results will speak for themselves. paul mune Peter Muasya #saletribe

Summary.    Only about a quarter of employees who quit their jobs do so within their first year. The rest stay for a bit longer. This means you have plenty of time to assess flight risks and address them. But, many times, the reasons people quit are deep-rooted and driven by faults in leadership. Some common leadership mistakes that drive employees to quit are: setting inconsistent goals, putting people in the wrong roles, failing to create a psychologically safe environment, and leading with bias. Understanding these behaviors, and how they impact your team, will help you identify those who are at flight risk, and make changes that may convince them to stay.

Learn more about the 3 habits that help leaders compassionately hold their teams accountable. #teameffectiveness #accountability #team