11 Questions Leaders Need to Ask For Increased Team Effectiveness

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Leadership is all about sustaining positive outcomes for the betterment of a company, creating opportunities and managing them. It’s a great role to embrace the journey of building a great company and taking responsibility in motivating and inspiring people and bringing out their best. It’s impossible for leaders to be successful and achieving much if they don’t take time to self-examine themselves and find ways in understanding the people in their team, in order to be more effective at serving the company and others.

There are some great questions every leader needs to ask themselves and their team mate in building a winning and great organization/ company – And some of them are:

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  1. What is holding us back?
This is one of the great question leaders and their team must ask themselves and their team; in doing a great job, teams often get frustrated because obstacles usually get in the way. So, as a team leader one of your responsibilities is to remove those obstacles and make sure the team is performing at its best. Just ask them “what is holding us back”, uncover the barriers and work on them to progress.
  1. What is working well?
This is an opportunity for you to build on your strength, as a leader you have to first grasp what’s going well for the team and acknowledging this can be achieved by spending time listening to the team. This will give you confidence in tackling issues and keeping your tea on course. It creates confident in the and your leadership.
  1. What are the most important metrics you are tracking?
All of your efforts must be measurable, your role as a leader is to find a way to tie critical metrics like leads and put customers back to their original source. Each of your team members should have specific numerical goals they have to focus on achieving at every given time. This will make it very easy for you and your team mates to measure progress and performance from time to time.
  1. What are your top priorities and how are they going to help you achieve your goals?
Your team mates should be able to assert the reasons for focusing their efforts on those chosen projects over others, and this should be because those projects will best help them hit their goals. Asking them directly, how working on particular project will help them hit their numbers because it is not enough asking them what they are working on.
  1. What have you done differently recently to drive better results?
This gives your team the opportunity to be thinking of new ways to drive better results, instead of just executing routinely on the same tasks from time to time. One of the great qualities you must look for in team members is that they are innovative.
  1. What new initiatives do you plan to try next?
Having agile team members’ means that they learn fast, fail fast, and change fast. This keeps your organization/company ahead of the curve and at the forefront of the industry.
  1. What do you understand to be the current or primary goals for your team as a whole?
Your team must be aware of the overall goals of your team in the company and their goals should be supporting these overarching goals. Help them in making suggestions for improvements or brainstorm new initiatives to try in areas of expertise that are not their own.
  1. What can I do to help you?
This is a great way to build trust and good rapport with your team, and it will give you deep insight into where your team is struggling the most. This question is designed to help you evaluate your team’s performance, and also to measure your own awareness of what your team members are working on.
  1. What’s one thing you did recently that you are proud of?
Asking them this question often helps in building their sense of pride. Take time as a leader to pat your team members on the back for a job well done, this makes them feel like they are making progress and helps them stay engaged.
  1. How can I be a better leader?
With this question you are giving your team the opportunity to feel free to say whatever they want. And as a leader, be willing to accept whatever feedback comes from them.
  1. Are there any projects you’d really like to work on if you were given the opportunity?
Help your team discover their passions by asking this question frequently. Because for them to be truly motivated, your team need to be working on projects that they are passionate about. [/message][su_spacer]

Conclusively, in other to have an effective and efficient administration all these questions must be addressed by a leader.

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Andreas Joneshttps://battletestedleadership.com/
ANDREAS is the Founder of Combat Business Coaching, #1 Bestselling author of Business Leader Combat, marketing strategist, business growth expert, advisor, consultant and army combat veteran. Andreas works with small and medium-sized businesses and help them build meaningful businesses so that they can have more profit, fans and freedom. Service in the US Army forged Andreas’s character. It tested him, tested his endurance, faith, and internal fortitude. He describes it as “a trial by fire” and remains profoundly grateful for it. When he finally left the Army he did so with an astute understanding of self-ownership, implementing a vision, and the value in establishing trust and reputation. Jones applied all that he had learned serving his country to a series of jobs, including that of a VP at Sun Trust Bank. Each of his positions have endowed him with the type of knowledge required to start his own business and to provide a workable schematic for others to follow. Andreas has taken his hard-won Army lessons into the world of business, continuing to learn new skills and insight. Each fresh challenge, project or position has helped him grow into the individual he is today.
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Chris Pehura
Chris Pehura

There are two types of people I work with:
(1) Those that establish rules with debate
(2) Those that make the rules without debate

Our style of leadership needed depends on which group we’re dealing with.

Andreas Jones
Andreas Jones

Thanks Chris. Which type of people do you prefer to deal with?

Aldo Delli Paoli
Aldo Delli Paoli

Every personal improvement and growth is impossible without first passing through self-knowledge. The more we know about ourselves, the more we will be able to choose the changes in life that fit our needs. Self-knowledge is the ability to feel and understand one’s emotions and consequently one’s own needs, desires, failures and habits. It is the first dimension of personal emotional competencies, those that determine the way we control ourselves and our emotions. And if we are aware of our emotions, we will be able to better evaluate our strengths and weaknesses and trust them.
A leader knows how to ask questions and understand their strengths and weaknesses, to improve them. Through a work of personal development it manages its states of mind, knows how to listen and motivate itself, matures a high emotional intelligence.

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