Elevate Your Team: Creating Impact And Loyalty – Part 3 Of 3

by Nancy Vepraskas  - July 9, 2024

It’s time to make the critical shift from leading the business by yourself to leading an organization of people. At P2Excellence, we help you navigate the uncharted territories of organizational growth with clarity and confidence. 

Having Difficult Conversations:
Building Resilience through Feedback

Navigating the complexities of leadership requires a thoughtful balance between encouragement and correction. As you continue to mold and strengthen your team, it becomes increasingly important to master the art of engaging in productive dialogues. These conversations, though sometimes challenging, are crucial for fostering an environment of continuous improvement and mutual respect. With this mindset, let’s delve deeper.

It’s critical that you learn to embrace difficult conversations as opportunities for growth. Part of your role is to serve as a guide. And this means taking time on an everyday basis to recognize the good work you want repeated and that you help individuals course correct. In these conversations, remember your role as Chief Encourager. Approach conversations with empathy, understanding, and a focus on development. Address performance issues proactively, providing constructive feedback that fosters growth and accountability. Waiting too long to course correct can make change more challenging. Again, both encourage and correct often, ensuring the success and cohesion of your team.

Ask Yourself:

  • How can I approach difficult conversations with empathy, understanding, and a focus on growth?
  • When is it necessary to have hard conversations about someone not being the right fit for the team?
  • What support can I offer to help individuals transition effectively if they're not the right fit?
  • Do my employees feel supported and valued when I share feedback on expectations?
  • How can I ensure that feedback sessions are perceived as constructive rather than punitive?
  • What steps can I take to foster a culture where feedback is regularly sought and gracefully received?
  • How do I maintain team morale while addressing individual performance issues?
  • Am I setting clear, attainable expectations that align with our team’s goals and values?
  • How frequently should I check in with my team to ensure alignment and address any emerging issues promptly?

These questions are designed to encourage a deeper introspection into your leadership style, particularly how you handle feedback and difficult conversations to enhance team performance and cohesion.

Strong Leadership:
Fostering Growth Every Step of the Way

I often think how hard it is to remember that as a leader you are always on. Even in relaxed situations, you are still viewed as – and you actually are – the leader. Every interaction, every conversation, every assignment—each presents an opportunity to enhance your team's capacity and capability. As the leadership coach for your team, and perhaps for your organization, you are tasked with guiding them toward their fullest potential. It's about seeing the spark of potential in your employees, giving your best to develop everyone to their fullest, and making tough decisions when necessary.

Ask Yourself:

  • In what ways can I continuously demonstrate leadership, even in informal settings, to positively influence my team?
  • How can I better identify and cultivate the latent potential in each team member?
  • What strategies can I implement to ensure I am providing consistent guidance and support, no matter the setting?
  • What measures can I take to prevent burnout for both myself and my team during prolonged periods of pressure?
  • Am I creating a sustainable leadership practice that allows for both personal growth and team development?

As an aside, this does speak to the idea that you need friendships outside of the job and the industry where you can relax and renew. You’re playing a long game and that requires time for renewal. (I love this – this can be another full article – maybe as a bonus or at the end of the year!) 

Ask Yourself:

  • How can I remain effective in my leadership role while still finding time to recharge and maintain balance?
  • How do I balance the demands of leadership with the need for personal downtime and external friendships?
  • How can nurturing relationships outside of work improve my resilience and perspective as a leader?

None of this is easy. But then again, you aren’t drawn to easy. That’s why you are so successful and so driven. I will remind you that your impact extends far beyond the workplace. Your leadership sets a standard not only for excellence but for the values that transcend boundaries, influencing families and communities. That’s a big responsibility and often daunting. I want, as always, to say thank you for taking on such a big and important task with confidence and conviction.

I look forward to hearing from you as you continue this journey.

With unwavering support,

Embrace Independence Day with a Commitment to Leadership

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Nancy Vepraskas

Nancy Vepraskas is a recognized expert in leadership performance, employee engagement, and culture building. Specializing in the people side of business, Nancy guides leaders in activating change, optimizing talent, and improving processes and strategies to achieve business goals. The results include happier, more motivated employees; heightened customer commitment; and improved bottom-line performance.

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