How can you show your team that you're committed to their success?

One of the most critical aspect of communicating with your team members is to plan the discussions well. - Set up the time for the same and don't make it sudden, surprising or adhoc. - Ensure there is right context for the discussion and not led by recency effect. - Individual feedbacks should be given in a constructive manner even if it is a criticism. Lastly end with an agreed way forward and alignment on how the improvements or performance will be measured and reviewed by the next review

I would recommend following an information flow process. When you state WHY something needs to be done, share the strategic vision, explain and establish the desired results, benefits and value, and then move through the stages of achieving results and sustaining it, and maintenance. This way, your teammates will be deeply involved in the project, understand all the work you are going to do for them, and feel your commitment.

Contrary to popular beliefs, Coaching and Mentoring is not just about teaching your teams. I have always realized that there is a larger impact one can make on the growth of ones team members, by listening more frequently. Whether it is managing the fresh recruits, the experienced contributors or the veterans of the team. When you hear them out, you are in a better position to guide them and support their growth. Individual plans can take shape thereafter. In all of this, 1 key factor is to be honest in all aspects. Honesty of intent, Possibilities for them, and in Feedback.

Learn about your teams professional goals in order to align their work with their growth path. By understanding where your employees want to grow you can, provide training and feedback round specific areas. Sharing resources or creating learning agendas are another way to provide development to employees.

To me, a critical piece of the empowerment puzzle that we too often forget is to recognize our role as managers when someone we supervise fails - it’s important that we give people the chance to grow through failures. However, to grow, we need to analyze what went wrong (did I, as a manager, set expectations too high? Was I unclear about what was needed? Is this person ready for the challenge? Do they have all the skills, knowledge and resources needed? What could be done differently on both our parts to ensure future success?) We need to stop and show the person that we don’t expect perfection the first time they take a new step, but that improvement is part of the cycle. That leads to real empowerment.

Empowering to me is one of the most important capacities of a good leader as it requires a lot of personal integrity and a high EQ. The leader needs to understand the strengths and skills of his/her team and be there to answer questions in case there are any. It all boils down to trust - is the leader trusting the capabilities of the people to do the job and ready to let go?

Not everyone wants to be recognized in the same way. Some may appreciate being publicly recognized while others may not. A leader must understand what motivates each employee and adjusts accordingly. While organizations may have formal ways to recognize and reward its employees, each team may find that they add on top of that.

I've noticed in my professional experience that we rarely celebrate and congratulate folks on when they are doing well. Making sure that people feel seen and heard and respected and appreciated is key in helping build morale and bonding the team closer together. Clients and customers can also feel when the team is strongly bonded versus competitive or insecure around each other. Be genuine and show love when it's deserved. That way when we have hard conversations where we are trying to hold our staff accountable, there is already a strong bond built, and trust.

Helping the people to achieve thier dream postion and enhance thier skill shall be one of the main goals of any leader. The real leader is the one who really help his/her team members to reach thier goals

One thing I haven't seen talked about yet is this. Patience. If you want to prove to your team that you care about their success and are committed to it. You have to be patient with them. This means holding space for people to make mistakes from time to time. This doesn't mean letting people off the hook, it just means allowing people to clean up their own messes. Helping them in fact in finding solutions to rectify their mistakes. Handling them with patience. Patience plays a huge role when it comes to the professional development of your team.

Keep track of their milestones and challenges. Doing that speaks volume on how you truly care about their professional aspirations without leaving out details of their setbacks. In between these developments you should establish touchpoints and regular connect sessions to not only provide pieces of advice but as well as available options or simply different perspective and or approach that has worked for you in the past.

Give them opportunities to do create a strong body of work which they will always be proud of. Ensure that they get credit for the work they have done and stand up for them when they need your backing.