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Every leader of every team that I think I’ve ever spoken to wants one thing.


They want to get a team of people that can actually take on tasks and be accountable for them, so if that’s you, keep reading. How do I get that team of accountable people that really take every task and go and run with it?


Well, there’s three key things that I can start with.


One … The first one is about asking the right questions, so a lot of leaders go into a conversation with their team and when they’re talking about tasks, they actually say, “Okay, here’s what I want you to do. This is what I need.” And they give all the information. They don’t ask any questions.


We’re going to start by asking the right questions and what do I mean by that? I mean let’s start with what do they want? What are they passionate about? What drives them? Asking the right questions before I start to allocate a task can actually mean that I can adjust and allocate the right task for the person or I can actually adjust my communication to make sure it hits for them.


What do I mean by hits? So that it actually gets them excited about it, but getting them excited is not about you telling them these are the benefits and this is all the stuff about it. It’s about asking the right questions. What gets you excited? What do you love about your job? What do you hate about your job? What do you really want to do in this organization? Asking the right questions is key.


Number two is about listening, but not just listening, really listening. Listening to what your team is saying and what they’re also not saying because remembering as their boss, there’s things they’re going to tell you and there’s things that they may not. We have to actually listen to what’s not being said and sometimes this can be in the form of their confidence, sometimes this can be that they’re not being challenged enough. Really listen to what they’re loving, what they’re struggling with, and understand what that really means.


A great example is technology. When people talk about being challenged with technology, that’s not actually being challenged with technology, what they can be saying is my confidence using this is not great. I fear I’m going to break it. I fear that I don’t know what I’m doing. When we listen, we have to really listen.


Number three is when we speak, we need to actually speak their language. If your team are telling you that they actually want to be challenged more or they want to have more responsibility, when we actually talk to them, use the words that they’ve used. You remember that conversation we had two weeks ago, you actually wanted to be more challenged. Well, I’ve actually got something that I think will actually really challenge you and give you a great experience and give you great development.


Using their language and speaking their language back to them, it’s another sign that they’ve actually been really heard. This is how we actually get them excited, so it’s not about … Getting an accountable team for you is not about going in there really excited yourself, it’s actually about the team member sitting in front of you. What do they need? What do they want? And how can you meet the needs of your team, as well as your business?


It may sound complicated but take it one person by one person, by individual by individual, and you will get that accountable team that you desire.


Of course, if you have any questions, feel free to contact us. If you are ready to create lasting behavioural change in your team click here to set up a FREE Leadership Consultation and let Flying Colours Leadership ….Help Your Team Soar!


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