Do you want a high performing team? Then you need to focus on your teams development. This is an area so many managers neglect. You're too busy focusing on your teams workload, their metrics, and deadlines. If you take the time to consider what your team needs from a development perspective, the other concerns would be addressed and become irrelevant.

Developing your team isn't just a box to tick off on your managerial to-do list; it's the cornerstone of fostering a high-performing team. As a manager, it's so easy to get caught up in the day-to-day tasks, metrics, and deadlines, but putting your team's development aside can ultimately hinder their performance and also stunt their growth. By shifting your focus from workload and tasks towards the teams development needs, you not only address their individual aspirations but also pave the way for collective success.

What is team development? What do I focus on?

Their skills
The ability to put together a business plan
Creating presentations and then presenting in front of a group
Navigating complex spreadsheets
Customer communication letters
Developing templates for the department
Capturing metrics
Etc., etc., etc.

Development encompasses a wide array of skills. From honing technical skills (i.e. spreadsheets, complex systems, software, etc.) to mastering soft skills (i.e. communication, presentations, etc.) there are a vast number of skills you can work on with your team members. It comes down to empowering your team members to excel in their roles. By engaging in meaningful conversations with each team member about their development goals and aspirations, you demonstrate your commitment to their growth and success. From there, you can co-create a roadmap for their development journey, identifying areas for improvement and opportunities for growth.

The impact of investing in your team's development extends far beyond individual performance—it creates a ripple effect of success throughout the entire team. As team members grow and evolve, they become more engaged, motivated, and equipped to tackle challenges head-on and independantly. By fostering a culture of continuous learning and development, you not only unlock the full potential of your team but also position them for sustainable success.

As a manager, it's imperative to recognize that a culture of excellence requires more than just delegating tasks and setting expectations. It requires an approach that combines leadership, mentorship, and strategic guidance. Clear, open lines of communication create trust and transparency within the team, enabling seamless collaboration and alignment towards common goals. By creating an environment where team members feel heard, valued, and empowered to voice their ideas and concerns, you lay the foundation for a high-performing team.

Try this:

In your next 121 with your team member, ask them what they want to focus on in their development.
Help them build a plan of action to get them to where they want to be.
Discuss their individual development plan during their 121’s.
Understand the progress and coach them on the challenges.
Be clear in your assessment of their development and provide them with guidance on next steps.

In addition to your teams development plan and clear communication, providing ongoing feedback and recognition in their development is paramount to their overall success. Acknowledging the efforts and achievements of your team members not only boosts morale but also reinforces positive behaviors and encourages continuous growth.

In summary: managing a high-performing team requires focus on the teams development, clear communication, team recognition and a commitment to developing a culture where every team member can thrive and contribute their best.

Let's prioritize development, empowerment of our team members, and watch as their performance soars to new heights.

Don't be surprised when you see the overall performance of the team increase.

THE MANAGER TOOLKIT