Leading teams successfully requires a different skillset than simply being functionally good at your job.

For many, it can serve as their downfall. Far too often, I see individual contributors enter into people manager roles who lack the necessary training or capabilities to take on the challenge of leading a team.

The ability to guide and inspire teams towards collective success demands both strong interpersonal skills and a deep understanding of human behaviour along with company dynamics.

When I was at L'Oréal, I constantly had people requesting to be part of my teams. In those moments, I did not think much of it as I was just doing what I thought I should do as a leader.

However, in reflecting back, there were in fact distinct aspects that led me to have both high performing teams and high team retention (more so than many of my peers). This is why I want to break down the 5 things I believe contributed most to this.

So let's get into it!

What NOT to do (and what to do instead)

First things first, you do not want to set the wrong precedent or lead amazing talent to walk out the door. With that in mind, here are 4 mistakes to avoid:

→ Lack of transparent communication and feedback channels: Instead...

• Set the right expectations by clearly defining job roles, responsibilities and performance expectations in collaboration with your team members.

• Schedule regular 1:1 meetings to discuss progress and address questions.

• Provide constructive feedback for improvement as they often miss their own blind spots. Do this in a way that shows how it benefits their own development goals, not just what matters to you.

→ Micromanagement and lack of autonomy: Instead...

• Identify the different levels of seniority of your team members and create personalized development plans to give them the needed freedom to thrive.

• Be clear on where you want to be involved but also where they have free reign.

• Empower them to feel in control of their work and that you respect their initiative.

→ Ignoring work life balance: Instead...

• Recognize your team members' individual needs, personally and professionally.

• Do not assume what is important to them. Ask. They will appreciate it more than you know.

• Assist them with workload challenges and prioritization to focus on high-value tasks.

→ Inadequate recognition and reward systems: Instead...

• Let your team members know that their work matters and how it contributes to the bigger picture.

• Acknowledge things you appreciate about them and the impact they are creating.

• Encourage individual and team recognition moments to create more unity and boost morale.

My 5 best practices to lead teams effectively

1/ Create a safe space environment

Encourage an open-door policy to ensure your team feels heard and valued.

Whether you are working with more junior employees or seasoned talent, every voice matters. It is your duty to ensure your team feels that every single day. You can create moments for this in 1:1 status meetings with individual team members as well as in team meetings to encourage open sharing of feedback and updates.

Beyond this, show your team that you take action.

There is nothing more demotivating than a team member sharing important and constructive feedback with you and not seeing anything change as a result. Do not be that type of leader.

Show them that you take feedback seriously and do what is within your control to improve certain situations that arise. Additionally, provide your team members with autonomy and trust their capabilities by delegating tasks and encouraging independent decision-making.

2/ Set clear goals together

It is impossible to have a high performing team without being clear on where it is headed. It is like driving a car without an end destination in mind. This runs the risk of your team going in circles, having to do then redo again or worse, completely misaligning with the company's goals and priorities.

Take the time to understand what drives your team, so that the role and responsibilities they have contribute to their own motivations and that of the company.

For example;

→ Ask your team members "What are the top 3-5 things that get you most motivated in your role?". This will already give you direct insight into how to keep them engaged.

→ Work with each team member to determine their respective goals. Ensure these align with both their own career development goals and broader company priorities.

→ Outline team goals so they have a sense of how their role/impact plays into that. You do not want your team members feeling like they are working in silo but that they are contributing to a bigger purpose.

→ Finally, have regular check-ins with your individual team members and team statuses. You can use this time to adjust goals and strategies where needed based on changing circumstances.

[Check out my recent newsletter on My 3 strategies to set effective goals]

3/ Focus on coaching and development

Beyond the work itself, your team wants to feel like there is a clear path forward for them. They want to know that their efforts will have a payoff towards their development and advancement.

Here are a few concrete ways to do this:

→ Collaborate with each direct report to create individual development plans. Identify areas for growth and skill enhancement tailored to their career goals.

→ Provide opportunities for mentorship and training to develop their skills. For example, suggest trainings or upskilling that supports their areas of growth.

→ Encourage them to take on challenging projects to expand their learning and exposure.

→ Set up regular touch points outside of weekly status meetings to give them feedback on their career progression and low-hanging fruit opportunities.

4/ Celebrate your team

Implement a structured recognition and rewards system that acknowledges and appreciates your team's contributions.

Celebrate milestones, both big and small, and publicly recognize outstanding performance through larger-scale moments (i.e. town halls, company wide meetings...) and personalized notes of appreciation. Give them credit where it is due and provide them direct opportunities to showcase their work and results.

For example, instead of presenting results on behalf of your team, give them the opportunity to present it themselves. When your team shines, you shine as their leader so it is a win-win all the way around.

Also, celebrate the progress they are making to reach their target outcomes. Often, the path to reach a target result is richer in takeaways, learnings and skillset building than the result itself.

Lastly, never discount the small wins. Micro-wins create a compounding effect over time that can lead to impactful changes and improvements. Infuse this into your celebrations and watch your team thrive towards a higher level of performance.

5/ Lead people first, business second

If the well-being of your team is compromised, it will be impossible for them to show up as their best. You must nurture an environment to show you truly care about your team as people beyond business targets.

Now of course, there will be busier moments than others, but it is how you show up in those moments that sets the tone for how your team will follow.

Prioritizing your team's well-being does not mean compromising results—in fact, it amplifies them. Why? Well, when your team feels valued and appreciated, they are more engaged, motivated, and willing to go above and beyond, especially when it matters most.

Helping your team to manage their time and where they focus their energy are key. Here are some action steps to build and maintain healthy boundaries.

→ Help your direct reports prioritize their tasks based on importance and deadlines. Pro tip: Embrace the 80/20 rule so they focus on completing 20% of the tasks that result in 80% of the impact created.

→ Support your team in time blocking their calendar to work around their non-negotiable tasks and projects. Ask yourself "what absolutely needs to get done today/this week?" and optimize towards that.

→ Encourage your team to eliminate time-wasting tasks and to bring this to your attention if they need more of your input on this.

→ Promote a healthy work-life balance by respecting your team's personal time outside of working hours. Reiterate your expectations around “on” and “off” working time so there is no ambiguity here.

[Check out my recent newsletter on How to prevent and overcome burnout]

How will you choose to lead your teams?

Great leadership is about empowering others to thrive because when your team succeeds, the business will follow. In leveraging the strategies above, you will be equipped to both inspire your teams consistently and drive them to achieve exceptional results.

You've got this!