Connecting with your team
One of the training sessions I’ve done recently was focusing on people development. Having completed the online lesson this was a 2 hour opportunity to discuss with a group, learn from each other and practice some coaching. One of the best parts of the time was talking to others from various places, teams and stages in their career to hear how they connect with their team.
Starting out as a manager I really struggled with how to communicate in a timely and effective way when the team worked shifts over a 24/7 period. Later as a manager across several multidisciplinary teams with around 200 direct reports I struggled to even know who they all were, let alone connect with them in a meaningful way.
I don’t see things having changed, healthcare is a non-stop business and leading a team over a 24 hour period is a real challenge.
The group this week shared ideas on how they protected their catch ups with their team, used daily meetings, social media groups, email and an open door policy to be available and stay connected with those they work with. With my thinking in this space it was great to come across a recent communication from MindTools talking about this very topic. They had a couple of suggestions.
First up is the idea of 'management by walking around' (MBWA). This is a term I first heard about a couple of years ago and does not imply a passive, 'not really working approach', it is rather an active and intentional way to connect with anyone you work with. This article gives a thorough description and guide. This is a great approach when you lead across many areas or sites and have large teams. This was one example that was also shared at my session this week. Highlighting in particular giving the team chance to talk, ask questions and clarify other communication.
This style of connection enhances your approachability, facilitates natural communication and provides on the spot coaching opportunities. You can dish out really genuine and timely compliments about what you observe and get to know people as people. All of these actions builds into improving and sustaining morale. If you are based in one place, think how this could be adapted to check in with people in your area, rather than waiting for them to come to you. Or how you can intentionally visit other teams to build your network, look at life from their perspective and learn from how others do things.
Your approachability is a key factor in building and sustaining connections with your team. Lots can play into how this looks from other people’s perspectives - how are you seen by others. MindTools give you this article with a quiz to help you see just how approachable you are.
With these ideas of connection with teams in my head I went digging a bit further. As well as the morale boost and the knowledge you get, having good connections allow you to develop your team to their full potential - I think a key part of any manager's and leader's role. This article is a good condensed summary to help you dig into factors that can support and guide you with developing your team. Starting with how to identify what their training needs might be, how you pick the right tools or activities and how you manage talent and build succession planning into your skill set.
This idea for a lunch and learn session is one way to connect and develop people. This article is so written for a business setting (I did cringe at a couple of the ideas) and not healthcare, there are points and ideas that are worth factoring in and ways to adapt the concept that could work in your environment.
When connecting with and developing your team, think about some of the foundations that can be useful. Those big picture ideas that allow us to embed joy in work for you and your team and support you all to go from strength to strength.
