{"id":26074,"date":"2021-02-25T06:05:53","date_gmt":"2021-02-25T12:05:53","guid":{"rendered":"http:\/\/corevalues.com\/?p=26074"},"modified":"2021-02-25T06:05:53","modified_gmt":"2021-02-25T12:05:53","slug":"what-are-some-effective-habits-for-collaborative-team-leaders","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2021\/02\/25\/what-are-some-effective-habits-for-collaborative-team-leaders\/","title":{"rendered":"What Are Some Effective Habits for Collaborative Team Leaders?"},"content":{"rendered":"

\"\"<\/a>Getty Images<\/p>\n

Organizations that have managed to survive economic slumps know that the secret to staying afloat lies with their people.\u00a0 Neither size, rights to groundbreaking technology, nor access to funding are predictors of success. An organization\u2019s most valuable asset is its people, and it is collaborative team leaders who make the human asset shine.<\/p>\n

What does this mean for team leaders or HR practitioners?<\/p>\n

Well, it means that your job just got more challenging.\u00a0 You\u2019re expected to possess a solid foundation in the traditional areas of HR, of course.\u00a0 But now more than ever, you\u2019re also expected to master new skill sets.\u00a0 This means that in addition to hiring, training, compensation, and employment, you will also have to be an expert in organizational culture, engagement, internal communications, collaborative team leadership, and even business strategy.\u00a0 The pandemic and the change in work environment have only made this more visible.<\/p>\n

To truly thrive here are five collaborative team leadership habits you must cultivate.<\/h2>\n

The five collaborative team leadership habits you must cultivate are:<\/p>\n

Habit #1: TAKE THE LEAD<\/h3>\n

HR Managers are excellent followers.\u00a0 But sadly, the I just do what top management tells me to\u201d<\/em> attitude won\u2019t cut it.\u00a0 This mindset has been nurtured by the idea that job security can be attained by obedience to upper management.\u00a0 But when it comes to matters such as layoffs, team culture, and engagement, HR people tend to simply conform rather than offer their views.<\/p>\n

The problem with this approach is that it downplays an experienced HR\u2019s perspective.\u00a0For instance, the CEO and legal team often dictate the strategy for layoffs.\u00a0 But all too often, it\u2019s the HR department that has the most germane assessment.<\/p>\n

Another example is hiring.\u00a0 HR practitioners know that a systematic interview sifts out the most salient information about candidates.\u00a0 But too often, the interview portion is left solely to the line managers.\u00a0 Many of them are qualified for their jobs but lack the training, so they end up not asking the right questions.<\/p>\n

Simply put, HR Managers are experts when it comes to human resources.\u00a0 So when it comes to people-focused initiatives, they should be in charge.<\/p>\n

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Habit #2:\u00a0 KNOW HOW TO HANDLE SENSITIVE INFORMATION<\/h3>\n

Handling sensitive information means knowing how to strike a balance between discretion and transparency.\u00a0 But a lot of emphases has been placed on discretion. Some\u00a0 HR pros shun open, honest communication, which is the TIGERS principle Genuineness.\u00a0 The ability to be respectfully sincere, frank and forthright is a skill everyone on a team must have.\u00a0 And to be candid, HR departments are infamous for being black holes of information.<\/p>\n

But why be comfortable with transparency?<\/p>\n

In this day and age (and in light of the increased networks brought about by the pandemic), transparency is fast becoming the norm.\u00a0 Millennials now compose the biggest population segment.\u00a0 Companies are now expected to be candid and straightforward.\u00a0 When employees experience a disconnect between what is communicated and what they experience, their reactions can be devastating. For the organization the TIGERS first principles TRUST is impacted, which makes everything more difficult to achieve. For he Millennial who can not trust their organization, quitting to work somewhere else is the most viable option.<\/p>\n

Externally, the same holds true.\u00a0 Potential candidates have access to so much information (reviews and hard facts).\u00a0 Personal and professional social networks make internal culture about a company public information. So the only choice left is to be upfront during recruitment.\u00a0 It\u2019s either that or losing top talent to another employer simply because you appear to lack credibility and the ability to be genuine.<\/p>\n

Discretion is critical, of course.\u00a0 But genuine communication is even more essential to maintain trustworthiness, attract skilled candidates, and retain talent.<\/p>\n

Habit #3:\u00a0 KNOW YOUR MOST IMPORTANT ASSET<\/h3>\n

Your people.<\/p>\n

The term \u201chuman capital\u201d has been thrown around for years. But few understand what it means. Human capital and human resources are two very different concepts.<\/p>\n

Human resources suggests that talent is a fixed commodity.\u00a0 Human capital, on the other hand, suggests that talent is something that can be grown, groomed and invested in.<\/p>\n

HR practitioners should realize the magnitude of training and development.\u00a0 It isn\u2019t just a matter that stops with onboarding.\u00a0 It\u2019s a lifelong process that builds your organizational excellence from the inside out.<\/p>\n

Habit #4: PAY ATTENTION TO CULTURE AND ENGAGEMENT<\/h3>\n

Workplace culture isn\u2019t a priority for many organizations simply because on the surface, it doesn\u2019t seem to do much in terms of productivity.\u00a0 For as long as employees clock in, meet their quotas, and follow the rules, nothing cracks, right?<\/p>\n

At TIGERS Success Series we know that internal culture impacts everything.\u00a0 It dictates behavior, mindsets, habits, and problem-solving approaches.\u00a0\u00a0 In effect, it influences customer service, brand image, and even service or product development.\u00a0 A culture doesn\u2019t just happen. It’s cultivated<\/a>.\u00a0 It takes training, strategy, and proper execution along with identifying group behavior norms that keep the culture collaborative, productive and friendly.<\/p>\n

If you find that your company doesn\u2019t have a distinct culture, or worse, you suspect that it\u2019s the wrong culture to have, begin with your company\u2019s values.\u00a0 Check out your mission and vision. Haven\u2019t got one?\u00a0 Establish it.\u00a0 Choose the mission, values, and vision that you think will help your company move forward with its objectives and goals.Then develop your group behavior norms so that what you want to see in your values statement is what you actually get. It is one thing to have your corporate values posted on the board room wall. It is another to see it realized daily in how your employees treat your customers, one another and your organization.<\/p>\n

Once your values are clear (and in black and white), creating a culture that supports your goals becomes easier.\u00a0 This will impact not just your internal protocols and perks, but your workspace environment, as well.\u00a0 If you need help with this process, click HERE<\/a>.<\/p>\n

Habit #5: BE THE PERPETUAL STUDENT<\/h3>\n

Never stop learning!\u00a0 Until we ride the Covid-19 wave through, I tend to believe that the race is to the swift.\u00a0 Survival depends on how quickly an organization adapts to the new challenges.\u00a0 Business models that worked pre-pandemic may no longer apply.\u00a0 The implication is that everyone needs to be constantly honing skills and experience.\u00a0 For instance, digital media is not a necessity.\u00a0 Is your team equipped to fully render customer care online?<\/p>\n

As an HR practitioner, you\u2019re the default people expert in your organization.\u00a0 But to truly thrive and have your team flourish, you need a holistic approach, as well as knowledge specific to your organization and industry.<\/p>\n

Care to dig deeper into the topic of collaborative team leaders?<\/h2>\n

The following resources take this discussion further.<\/p>\n