In any field, great leadership is essential to unlocking a team’s full potential. While I come from a sales background, the principles of effective leadership resonate across all industries. At its core, successful leadership is about setting a strong example, fostering open communication, and promoting a collaborative environment. However, a truly effective leader also knows how to advocate for realistic goals and when to make tough decisions that balance team morale with broader organizational objectives. Here are the strategies that help leaders get the best from their teams.
1. Leading by Example: Setting the Standard
There’s no substitute for a leader who leads by example. When leaders embody the standards they expect from their team, it fosters deep respect and trust. Psychologist Albert Bandura’s Social Learning Theory suggests that people learn behaviours and attitudes by observing others, especially those in authority. When a leader demonstrates qualities like dedication, integrity, and a strong work ethic, their team is more likely to adopt those behaviours.
Why It Works: Leading by example creates a clear, consistent behavioural standard and shows that the leader is actively participating in the work alongside the team. This reduces the psychological distance between leaders and their team members, fostering mutual respect and inspiring individuals to rise to the occasion. Reflecting on my career, I can recall times of frustration when senior leadership didn’t “get their hands dirty” during tough situations. While challenging at the time, that experience reinforced my belief that a leader should be willing to step up, especially in difficult times.
Practical Application: To lead effectively by example, and be ready to help when needed, especially during challenging times. Show accountability for mistakes, model transparency, and celebrate team successes—big or small. When you “walk the talk,” it sends a powerful message that your expectations are values you live by and that you’re as committed to the team’s success as you expect them to be.
2. Reward Contribution and Set Achievable Metrics
Recognising contributions and setting realistic goals are crucial to team morale. From my experience—and from working with countless individuals over the years—nothing is more demoralising than being held to unattainable targets. When goals are set too high, they can become a source of frustration rather than motivation. This is especially true in sales, where ambitious targets are often set by senior leadership or the board. Leaders should advocate for fair, transparent, and achievable metrics, not only to motivate the team but to foster a culture of respect and trust.
Balancing Stakeholder Expectations: Leaders often face the challenge of meeting ambitious targets set to satisfy shareholders or other external stakeholders, which can sometimes stretch the team’s capabilities. While shareholder priorities are important for a company’s long-term success, good leaders advocate for their team’s well-being by pushing for achievable goals that balance strategic needs with the team’s realistic capacity. Leadership is often about managing this delicate balance and ensuring that metrics inspire effort rather than lead to burnout.
Why It Works: When team members feel their goals are attainable, they are more motivated to strive toward them. A culture of fairness and transparency in setting metrics promotes respect and trust, allowing people to put their energy into reaching these goals rather than feeling demoralized.
Avoiding the Trap of “Decision by Committee”: While it’s crucial to seek input from your team and other departments, effective leaders avoid “decision by committee,” where every suggestion is given equal weight in an attempt to keep everyone happy. In my experience, as much as feedback is essential, leaders need to ultimately make the call, weighing various inputs and aligning with broader company objectives. After all, if leaders defer to consensus alone, team members might push for lower targets or less pressure, which could compromise company growth and financial health. The role of a leader is to make informed, balanced decisions rather than defaulting to the most comfortable path.
Practical Application: Advocate for fair and challenging metrics that inspire rather than demoralise. Work with senior leadership to ensure targets balance strategic goals with team capacity. Regularly communicate with your team to clarify objectives and address any concerns. Leaders should gather input but retain the final decision-making authority, ultimately charting a path that aligns with both team capabilities and organisational goals.
3. Prioritise Open and Honest Communication
Clear and open communication is fundamental to effective leadership, yet it’s often overlooked. According to the Johari Window model, developed by psychologists Joseph Luft and Harry Ingham, communication in a team improves when individuals share more of their thoughts and receive honest feedback. This “open area” of the Johari Window (where shared understanding exists) expands with open communication, reducing misunderstandings and building trust.
Why It Works: When communication is open, it helps eliminate ambiguity and makes team members feel heard and understood. This clarity boosts morale and keeps everyone aligned. Importantly, effective communication is not just about speaking clearly—it’s also about listening and being receptive to feedback. Leaders need a degree of self-awareness though to recognise when they may not be communicating effectively. By modelling active listening and openness, leaders set a tone that values transparency and trust.
Practical Application: Hold regular team meetings that encourage two-way communication, and be open to receiving feedback as much as giving it. Leaders should practice active listening, demonstrate self-awareness by acknowledging their blind spots, and be clear and direct in setting expectations. When team members know they can communicate openly without fear of criticism, they’re more likely to contribute ideas and feedback, helping the team work more cohesively toward shared goals.
4. Foster a Collaborative Environment
Creating an environment where collaboration is valued can transform team culture and productivity. Psychologist Bruce Tuckman’s Group Development Model describes the stages that teams go through—from forming and storming to norming and performing. Effective leaders support their teams through these stages, fostering collaboration to reach the “performing” phase, where members work well together and achieve high productivity.
Why It Works: Collaboration combines diverse perspectives and strengths, leading to innovative solutions and a stronger team dynamic. Leaders who encourage collaboration foster a sense of ownership and shared purpose, which is essential for motivation. Collaborative teams are also more resilient, and able to rely on each other during challenging times.
Practical Application: Encourage cross-functional projects, hold brainstorming sessions, and emphasize the value of each person’s input. As a leader, model collaboration by seeking feedback, valuing diverse perspectives, and acknowledging contributions. By promoting a culture where collaboration is the norm, you empower your team to reach its full potential.
Looking Ahead: How Personality Types Influence Leadership
It’s worth noting that personality types play a significant role in how individuals lead. Personality influences communication style, decision-making approach, and overall leadership effectiveness. In my next blog, I’ll explore different personality types and their impact on leadership, raising the question: Is everyone cut out to lead or does effective leadership require specific traits and skills?