Comment pouvez-vous donner à votre équipe les moyens d’apprécier et de tirer parti des styles de travail uniques de chacun ?

Start by organising a training on different personalities, team roles and work styles for your team. This helps them understand their unique strengths and how to leverage their diversity. Then incorporate regular team building activities and allocate appropriate responsibilities

Diversity and recognition of your team member’s ideas is one of the greatest tools to empower others. In my experience, less than half of the decisions (affecting my team) have come from myself alone. Your team feel empowered when you listen, take into account and make decisions for their best interest aswell as your own, not forgetting the company. Transparency of why you made decisions and recognising and rewarding your team’s successes will grow trust between the team and they will also share their experiences with eachother also. Ultimately, the trust builds, more security and safe space develops to share their ideas and they are happy to work with you everyday knowing they have your full support.

Diversity brings enrichment but also needs flexibility to accept and take the benefit from strengths. Always start from the mutually agreed or commonalities. Analyze how one's weak area can be make up by another's strength. Give them more chance to openly discuss their ideas. There is no rocket science in building a team but a lot of focused efforts are required to keep harmony and alignment towards a unified goal. It does not matter how many subject experts are in your team, if you are not able to develop a team cohesion and spirit in them.

Ein starkes zwischenmenschliches Verständnis und ein ausgeprägtes Teamgefühl sind entscheidend für die Zusammenarbeit. Führungskräfte sollten regelmässig Aktivitäten zur Teambildung einplanen und eine Kultur der offenen Kommunikation fördern. Durch Empathie und emotionale Intelligenz können Führungskräfte dazu beitragen, ein unterstützendes und inklusives Umfeld zu schaffen. Dies verbessert nicht nur das Arbeitsklima, sondern steigert auch die Motivation und Zufriedenheit der Teammitglieder, was letztendlich die Gesamtleistung des Teams stärkt.

Open dialogue is crucial, but it can look different for everyone. Some team members are highly verbal and interactive, sharing ideas quickly and easily. Others may need more time for analysis and prefer not to express everything verbally. Effective leaders recognize these differences and adapt their communication styles accordingly. By understanding when communication flows best for each person, and how they work individually or in groups, leaders can tailor their approach to draw out the unique talents and excitement of every team member, aligning them toward shared goals.

Fostering open communication is essential for building a high-performing team. By creating a safe space for team members to share their work styles and preferences, you encourage a deeper understanding of individual strengths and how they contribute to collective goals. This transparency builds trust and respect, enabling the team to adapt and support each other effectively. Ultimately, open dialogue leads to increased collaboration, innovation, and overall team efficiency.

One aspect of team empowerment consists of changing the leadership-team dynamic from one of a top-down hierarchy to a dialogue. Show you mean it by encouraging open and honest feedback from each team member and from the group collectively. Listen attentively and respectfully to their feedback and concerns and provide feedback of your own. For example, schedule a weekly meeting with the group as an opportunity for updates and feedback.

One thing I found useful while setting expectations. The goal should be defined in SMART format. Communication should be crispy and clear about expectations and deliverables.

Effective leaders set expectations that all team members stretch beyond their comfort zones in roles that might not align with their typical work styles. For example, it's often the case that team members fall into roles that match their "natural" styles, such as having the verbally communicative person lead presentations and the reserved, analytical person handle data tasks. By switching these roles, team members can develop skills and confidence in new areas. This approach not only promotes professional growth but also encourages team members to better understand and respect their colleagues' unique styles and specializations, fostering a more cohesive and versatile team dynamic.

Eine Vision zu haben, die das gesamte Team inspiriert und vereint, ist entscheidend für den Erfolg. Diese Vision sollte klar kommuniziert werden, damit alle Teammitglieder verstehen, wie ihre individuellen Beiträge zum grösseren Ganzen beitragen. Durch regelmässige Reflexion und Feedback können Führungskräfte sicherstellen, dass die Vision lebendig bleibt und alle im Team auf dasselbe Ziel hinarbeiten. Eine geteilte Vision schafft ein Gefühl der Zugehörigkeit und stärkt das Engagement jedes Einzelnen.

Focus on outcomes, not methods, giving your team the freedom to leverage their unique strengths. This empowers team members, fosters ownership, and enhances accountability. By valuing diverse approaches while maintaining clear expectations, you create an environment where everyone can thrive and contribute effectively.

You can also be collaborative by gradually easing away from your leadership role as lessening involvement as a project progresses. It’s also important to demonstrate the integrity, accountability, and empathy that you want to see in your team members.

Empower your team by fostering a culture that values diversity in work styles. Use personality assessments (e.g., Myers-Briggs, DiSC), encourage open communication through regular check-ins and feedback loops, and implement collaboration tools like Slack or Asana. Provide training on empathy and effective communication techniques. Recognize individual strengths publicly, assign roles that play to these strengths, and create an inclusive environment where diverse styles thrive.

Some tools that I've found helpful are a number of self-assessments including the DiSC, Clifton Strengths, and the EQ-i 2.0. Each of these offer a unique perspective on an individual's strengths, talents, and possible challenge areas. These are just a starting point. Being able to identify each team member's unique offerings to the team, as well as showing each other's unique talents can help provide cohesiveness within the team and also showing what each person default styles are. This can help reduce (and sometimes eliminate) conflict and hard feelings as the team learns more about each other and how each team member communicates and likes to be communicated with. Follow this up with a bit of training and coaching to maximize the team!

Fornecer à sua equipe as ferramentas adequadas é fundamental para aproveitar ao máximo seus diversos estilos de trabalho. Seja por meio de um software de gerenciamento de projetos que suporte diferentes abordagens de planejamento ou de plataformas de comunicação que se adaptem a várias formas de interação, a tecnologia certa pode fazer toda a diferença. Ao oferecer recursos que complementem os métodos variados da equipe, você não apenas aumenta a eficiência individual e coletiva, mas também cria um ambiente de trabalho mais harmonioso e produtivo. Investir nas ferramentas certas é investir no potencial total da sua equipe, permitindo que cada membro utilize suas melhores habilidades e contribua para o sucesso do grupo.

Investir em treinamento pode transformar a dinâmica da sua equipe, ajudando-os a valorizar e utilizar seus estilos de trabalho únicos. Ofereça workshops sobre trabalho em equipe e estilos de comunicação, como o Indicador de Tipo Myers-Briggs ou a avaliação DISC. Essas ferramentas auxiliam os membros da equipe a identificar seus próprios estilos e a compreender melhor os dos colegas, criando uma linguagem comum para discutir preferências de trabalho. Esse tipo de treinamento não só aprimora a colaboração e reduz mal-entendidos, mas também fortalece a coesão da equipe. Ao investir no desenvolvimento contínuo da sua equipe, você está fomentando um ambiente de trabalho mais eficiente, harmonioso e propício ao sucesso coletivo.

Training definitely grows the asset value of the team. It’s important that training not only consist of skill sets to complete the work, continued education; but also should consist of that which will grow the team member personally. For example, early in my work life, I had a manager that recognized I needed some training in assertiveness. She sent me to a class. Not only did it improve my work with her company. But that training has carried with me the rest of my life, whether it be in the workplace or my personal life. The value of training often goes further than we plan.

Conhecer o potencial, talentos e as expectativas de cada um da equipe é essencial para ter êxito na capacitação e condução de uma equipe de alta performance. Hoje, através de ferramentas para o desenvolvimento, é possível criar espaços para o team building focando nas diferenças de cada um.

Take time to know your teammates to identify and capitalize on their competencies, then assign tasks that can play up their strengths and interests. See how you can accommodate their unique work styles, and organize activities that will allow your teammates to be more aware of each other’s backgrounds. Praise and reward your team when they’re able to solve problems without any supervision, and celebrate milestones even informally.

Expectations cannot be met without work, work cannot be done without knowledge, and knowledge cannot come without training, reading, or experience. Therefore, before starting to work on the goal, conducting a workshop and training is crucial. It will improve confidence in people, and help to identify who needs more training and who requires different kinds of jobs. Training is crucial for employee development. Even when the team is idle, we can invest in training to enhance their skills. Knowledge gained through training is never wasted and can be beneficial in the future.

Inviting your team to recognize the unique ways that each person has contributed to the success of a project helps reinforce the power that a diverse team brings to any collaborative effort. Most importantly, when disagreements occur, the focus can shift from disagreeing with one another to how to approach a problem to seek out the best possible outcome.

Every little win matters. Celebrating the success of every team members gives a sense of belonging and no segregation. It empowers team members and make them feel relevant in their various capacity.

As an HR consultant and coach, I hear all too often about the frustration and low morale when wins go unnoticed. That's why celebrating success is a must! It not only shines a light on progress toward our goals but also boosts everyone’s confidence by proving their hard work is making a real impact. Plus, it builds resilience for tackling future challenges. And let's face it, celebrating together is just plain fun and really brings the team together!

Acknowledging and appreciating the team's efforts is one of the keys to leadership through empowerment. Yes, the work is expected of them, and yes, they get paid to do it. However, when you empowered them, you encouraged them to put something of themselves into it. Remember that. Give credit where it's due. For example, have pizzas and thank-you cards delivered to the team after they unveil a flawless product design.

I generally encourage peers and team members to recognise and celebrate success. Instead of waiting for project completion I prefer to recognise efforts at small wins like milestone completions.