Every successful business thrives on a well-defined structure and a format for the hierarchy of leadership, clarifying who is responsible for the growth and development of team members. The first step in building a strong team is understanding this structure and recognizing who is in your inner circle. Your inner circle includes those who report directly to you, those whom you give direct instruction to, and those whom you will work with closely. By understanding your audience, you create a way to build the team and business you desire.

Once you know your inner circle, it is important to examine your goals. Do your business goals align with the team's goals? Will you need to convince or pivot the team to reach these goals? Does anyone on your team have professional goals you could help them achieve? Building a strong team means investing in your employees. This does not mean putting time and effort into helping everyone achieve their goals, but having a plan to assist those who show potential or have goals that align with your business. Remember, aligning personal and team goals is not just beneficial for the individual, but it's a win-win situation that will benefit both parties.

Employees at all levels are interested in knowing who they work for. Developing connections with your team at any level is essential as a leader. Being relatable, finding one thing to connect over, such as a shared interest in a particular sport or hobby, and asking and remembering names is necessary. There is power in a name, and working to remember your employees’ names establishes trust and respect. Find ways to listen to your team. People crave a listening ear; find time to hear them and show them that you care about their opinions and who they are.

Success doesn't come without expectations. There are stages to expectations: expectations for yourself, your business, your team, and your clientele. Clear and concise communication is where you will see the most success. It is important not to overcomplicate what you want to see, and if you need to create smaller goals to achieve the overall goal, I encourage you to do so. Too much change at one time leads to frustration and disruption in the workplace. Pace your goals, set clear expectations, and have an established form of communication. Consistency in how the team communicates will enhance the success of the business operations.

Setting expectations is just the first step. As a leader, you can make a difference in the follow-up process. Letting your team know the expectations is important, but the follow-up will bring about the results you're aiming for. Follow-up takes many forms, from simple conversations to accountability, documentation, praise, and celebration. When checking progress, always listen to the employee, hear where they are at and why, ask questions to see if additional supports are needed, etc. Understanding that there is an expectation but that adaptation may be needed to achieve the goal is one way to set yourself apart from other leaders. Humbling yourself as a leader helps you adjust and meet your team where they are.

Reflection must occur throughout your journey, especially after results are delivered. Self-reflection: How did you, as a leader, perform in helping your team achieve the goals set? What are areas you did well, and where could you improve? Reflect on the team. How did the team perform? Were there areas they could not handle, places they needed to be better equipped in, or where did they excel? Celebrating the wins with the team helps build a team environment and boosts morale. Acknowledge the failures with the team and collaborate with them on how to do better next time. Give them a chance to share their thoughts; even through a loss, you will build that morale. Listening to them shows them you value their contribution to the team.