PEER TO PEER DEVELOPMENT
The role of a manager entails enabling their team to fulfill necessary tasks. This involves identifying achievable goals, supplying the requisite resources, and offering support to each team member throughout the endeavor. At times, it necessitates effectively communicating our vision, garnering support for it, and collaborating with fellow management to attain desired outcomes.
One of the methods through which I support my peers is by assisting them in enhancing their leadership capabilities. I assess their individual strengths and weaknesses, offering regular feedback on areas for improvement. I provide personalized coaching and furnish resources to facilitate their roles. Occasionally, I attend department meetings beyond my purview to observe as an impartial outsider, enabling me to offer unbiased feedback to the team.
Sharing knowledge and imparting new skills has always been a passion of mine. In Peer-to-Peer learning, I emphasize what I term the "Learning Loop." This involves acquiring knowledge, applying it through practice, receiving feedback, and reflecting on the lessons learned.
Over the past two years, I established a peer-to-peer development program for my team of Specialists and Senior Specialists. This initiative offers them the chance to enhance their presentation, public speaking, and leadership skills, as well as expand their knowledge for professional growth. Bi-weekly, two team members create PowerPoint presentations based on leadership topics sourced from provided resources. They then present their findings and insights to both the Management Team and their peers. This program has proven highly successful, fostering an environment conducive to constructive feedback. Equipped with their newly acquired skills, Specialists and Senior Specialists are better prepared to tackle real-world challenges in their respective fields.
FAQ's
How do you develop the skills of your co-workers?
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I employ various methods to develop my team's skills, some conventional and others more innovative, all yielding excellent results. I advocate for online classes and encourage exploration of different leadership styles, providing opportunities to gain fresh perspectives and acquire valuable tools for future endeavors. Recognizing individual strengths, I offer encouragement and opportunities for practice, reinforcing their abilities. Witnessing their improvement not only in their roles but also in their self-esteem and confidence is profoundly rewarding.
How do you handle a co-worker whose work is not meeting expectations?
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When a team member falls short of expectations, initiating a one-on-one discussion is advisable to collaboratively find a resolution. This approach fosters rapport and provides them with an opportunity to voice their perspective. It's crucial to avoid venting frustrations and instead focus on setting achievable goals. Clarity regarding expectations for both parties involved is essential for effective communication and mutual understanding.
How do you develop trust and rapport with your team?
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Building rapport goes beyond mere acquaintance; it involves fostering trust, comfort, and familiarity. Regular one-on-one meetings serve as a foundation for establishing this rapport. During these sessions, I engage in small talk, discussing topics such as hobbies, family, and personal goals, while also taking note of pertinent details. Subsequently, I shift focus to our collaborative objectives, outlining tasks and responsibilities via email, text, or preferred communication channels. Clear goals with defined timelines are set, facilitating accountability and progress tracking. Follow-up discussions delve deeper into team members' interests and aspirations, aiming to cultivate deeper connections. To ensure continuity, all interactions and insights are meticulously recorded in an Excel document, enabling seamless transition for any successor.