Six Ways Leaders Can Support Team Success

Leaders lead others, usually in groups or teams. So, any conversation about effective leadership can’t go too far without discussing how leaders help their teams.

People have spent their lives studying the dynamics of teams. These studies include team interactions, how teams form and develop, and the skills needed for team members to be successful. So, it is hard to fathom how leaders can ever master the complexities of these human behaviors.

On the other hand, people have been working in groups for a very long time. While complex, there are things people to do work together better. And so, there are things that we as leaders can do to support those efforts.

Since this is such a critical piece of the leader’s list of activities, I’ve taken a dual path approach to these suggestions. In fact, rather than six ways a leader can support team success, it is actually a dozen.  For each area, I’ll suggest what the leader can do personally, as well as in relation to those they lead. You can make some progress by doing the second action in each pair. But they will be far more effective when done in tandem. You see, your personal actions and modeling will be at least as powerful as your team response.

So call it six ways, or call it twelve ways . . . either way, let’s get on with it!

Expect and encourage teamwork

You can't expect people to come together as effective teams without a clear definition of the importance of just that. It may seem obvious to you, but you probably know what assuming can do… If you want great teams, start by making your expectations clear. Then, make sure you are encouraging teamwork through your conversations, feedback, recognition and rewards systems, and more. Expectations are great. But your daily actions will show how important teamwork is to you and your organization.

Be committed to team success and help grow the commitment of others

The best teams are committed to their success and to each other. Are you committed to both of those things? As the leader of a team, you are also part of the team. Yes, your role is different. But are you all in for the team? If you aren’t, how can you expect them to be? Your level of personal commitment is important. You must also recognize the importance of this commitment and engagement and encourage it in others, as well. This may require conversations, coaching, and even conflict resolution. Helping teams become more committed to the work and each other will pay huge dividends in results.

Create a team vision and help people personalize it

A team can be committed, “get along,” and do great work. But if they aren’t moving toward overall organizational success, they are less effective than they could be. Regardless of how they are set or who sets them, no team can succeed without goals. Goals alone aren’t enough, however. We must help people connect their personal work to the goals of the team and the vision of the organization. Our role as leaders is to help make that happen.

Focus on relationships and encourage others to do the same

Leaders often mistakenly believe that their team members will get along better when they get to know each other. And that when that happens, most, if not all, team problems will melt like the Wicked Witch of the West. But this belief is short-sighted and incomplete. Relationships among team members matter and will aid in team development and success. But you can't be the only one invested in building relationships. Highly successful teams allow time and space for team members to build their own relationships while they accomplish tasks.

Be available to help and let your team grow independent of you

Your team needs you to be committed in, excited for, and believe in the goals of the team. You must have and invest time in your team. And . . . you must leave them alone. Don’t micromanage them. People grow and learn with help, but you can’t do things for them. Give them space and opportunity, and then be patient. Finding this balance may be a challenge. But remember that as they learn and grow, you are leveraging that learning for the lifetime of the team.

Be supportive and encourage team members to support each other

We have already talked about several ways to be supportive of the team as a whole. But you need to also be supportive of the individuals on the team. Supporting individual team members builds their confidence and creates positive attitudes. These personal benefits roll up into team results. Modeling this support as a leader helps people do the same for each other. Creating this upward spiral of support and encouragement will grow your team’s results as fast as almost anything else. And it starts with you.

Pick something on this list and get started. I recommend you start with the least comfortable thing. Then, make a plan to integrate all of these actions into your ongoing team leadership approach. You will create tremendous team results and learn a lot for yourself, too.