If Peer Dynamics Are King, Then Feedback Is Queen- Sarah Dodds-Brown
Part 5
Henry Ford said “Coming together is a beginning, staying together is progress, and working together is success.”
Navigating the dynamics of a collaborative team can be fulfilling and complex. A leader’s role encompasses forging a unified and thriving group, nurturing talent, and fostering effective communication. Beyond personal branding, attention to the team’s reputation is pivotal. In the following video, I will delve into the art of sculpting cohesive teams, navigating disparities, and cultivating a transparent environment.
“Managing peer dynamics can be both rewarding and challenging. Collaboration can lead to innovative ideas and breakthroughs. It can also be fraught with tension and conflict. As a leader, it is your job to build a cohesive and successful team. It is your responsibility to acquire and retain the talent who will add the most value. Moreover, you are the one who needs to help the group navigate their differences and leverage one another’s strengths.”
“In the same way that you focus on building your personal brand within the organization, you need to pay attention to your team’s reputation AND manage it. Who works with you currently? What are the present dynamics? Do they work together well? How is the team perceived? Who else in the company is eager to join your group? These questions should be asked on a regular basis and soliciting feedback is an important part of setting the tone for how you want your team to show up — both within the team and with the other stakeholders they work with.”
“If the answers indicate that your team has room for improvement, you will need to regroup and address any issues — especially if you have underperformers. Set up review meetings and encourage open communication. Be transparent and provide them with timely and constructive feedback. Provide a clear roadmap for what they need to do to be more effective. Model being open to feedback by soliciting it yourself and celebrating those who are courageous enough to provide it.”
“Clarify that there are no hard feelings — everyone (especially leaders) needs feedback in order to overcome our blind spots and continue to improve. If necessary, advise them of the consequences of not improving in a straightforward manner. Above all, be empathetic as not every place is right for everyone.”
“You can foster a successful, collaborative environment by creating a culture of psychological safety and trust over time, assuming positive intent and investment in one another and being transparent when we can do things better. This is the foundation for bringing together talented people and encouraging them to work together, share ideas, and support each other in an open and constructive way.”
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