Background:
During a six-month executive coaching programme, a Senior Manager in Talent & Acquisitions for the APAC region, transitioned from leading a single direct report to managing a diverse team of 35 in service delivery. With limited prior coaching/mentoring experience, she faced significant challenges building trust and unity within her new team, including newcomers and existing members. Her goal: to develop effective leadership, become an impactful leader, and cultivate a “one team” mindset.
Initial Observations:
- Siloed Workforce: The team operated in silos with a hierarchical environment.
- Lack of Trust and Comfort: Confidence and trust issues existed due to the mix of new and existing team members.
- Overwhelmed Direct Reports: Two key managers showed different strengths but needed support in delegation and decision-making.
Objectives:
- Unite the Team: Foster a “one team” mindset to improve collaboration and reduce silos.
- Leverage Strengths: Identify and harness the strengths of team members.
- Promote Delegation: Shift from making all decisions herself to empowering her team.
- Develop Leadership Skills: Cultivate a supportive, appreciative, and effective leadership style.
Strategy:
- Reflection and Vision Setting:
- Evaluate personal leadership style.
- Define what “one team” looks like and set clear, shared goals.
- Build Trust and Empathy:
- Engage in regular one-on-ones and informal interactions.
- Create a safe environment for open communication and feedback.
- Empowerment through Delegation:
- Encourage team members to take ownership of their tasks.
- Support managers in developing decision-making skills.
- Cultivate a Collaborative Culture:
- Encourage cross-team sharing and collaboration.
- Foster a listening culture where all voices are heard.
- Continuous Learning and Improvement:
- Provide opportunities for skill development and learning.
- Promote a growth mindset and resilience against failure.
Implementation:
- Regular Check-Ins: Weekly 30-minute chats to share progress and challenges.
- Skill Development Sessions: Curiosity and learning sessions to build confidence and capabilities.
- Feedback Mechanisms: Regularly solicit feedback to adjust strategies and improve team dynamics.
- Mentorship and Buddy System: Pair quieter team members with more experienced colleagues to build confidence and encourage knowledge sharing.
Challenges and Solutions:
- Overwhelmed Managers: One manager needed nurturing to delegate more effectively, while the other required support in people management. Provided targeted coaching to develop their respective skills.
- Hierarchical Culture: Promoted a more collaborative and less hierarchical environment by encouraging team members to voice their ideas and participate in decision-making.
Outcomes:
- Increased Engagement: Higher levels of engagement and a noticeable shift towards a “one team” mindset.
- Improved Collaboration: The team became more collaborative, moving away from siloed operations.
- Enhanced Leadership: Grew confidence and ability, learning to delegate and support her team effectively.
- Stronger Team Dynamics: The team developed a stronger support system and became more open to collaboration and innovation.
Key Learnings:
- Mindset Matters: Her experience underscored the importance of mindset in leading a team through change.
- Empathy and Support: Building a culture of empathy and support is crucial for team success.
- Continuous Improvement: Regular reflection and feedback are essential for ongoing development and improvement.
Conclusion:
Her journey demonstrates the power of effective leadership coaching in transforming a diverse, siloed team into a cohesive, high-performing unit. By focusing on empathy, collaboration, and continuous learning, she successfully navigated her new role and achieved significant progress toward her goals. Her experience highlights the importance of a growth mindset and the value of empowering team members to take ownership and contribute to a shared vision.
January – June 2024