Mastering team dynamics and strong personalities

My top three challenges to you to help you lead your team with confidence

Wouldn’t your job just be easier if there were no people bothering you? While it’s true (for pretty much everyone, in any sector), it would also be really boring. People are part of the course, but dreading speaking to [insert name here] or having to deal with [insert name here] doesn’t need to be! Especially in the creative industry where personal opinions and preferences come into play… Today I’ll share what I’ve learned and present your road map to handling strong dynamics.

Ideate

Since launching my own business and scaling it over the last few years, I’ve had my fair share of challenges when it comes to managing the teams I work in. Even as someone not shy to confrontation!

It got me thinking… are there ways to improve team dynamics? Can you actually manage your team without micromanaging or stifling them? Here is what I learned, put into practice and actually kept!

Iterate

1. Direct confrontation very rarely works, try regular catch up’s instead!
   Does anyone actually like hearing “Do you have five minutes in my office?” from their manager? I doubt it! Don’t do it! Firstly, you're guaranteed to get your teams back up and instigate someone being defensive. Secondly, if you’re not into confrontation, you’ll also put yourself in a position where you will have to act in a way that isn’t natural and therefore extremely uncomfortable. While there is a time and a place for direct confrontation, use it sparingly. Instead, have regular check in’s. Give your team time to prepare (and you!), have the goal of honest communication and where needed frank communication for these meetings -get everyone used to regular feedback.

2. What motivates and drives your team? Help them!
   Really understand them and their motives for working and their pain points in working? Are they clocking in just for the money so they can support their family? Or is this a passion project that they’re willing to fight for? Let what you find in their motivations for working guide you in how you can best support them. If someone is struggling with their commute because of childcare, can you support them having flexible hours? The more you can give your team, the more (if they’re good!) they’ll give back.

3. If what you’re currently doing isn’t working…try a different way.
   This might sound simple enough, but actually, when it comes to it, it can be difficult to recognise that you need to change your approach not they need to. Here is a non-exclusive list of ways that you can try to communicate differently:

   1. Can you try listening more than speaking?

   2. Can you define roles specifically to avoid overlap of roles and responsibilities?

   3. Would emailing a request be more direct and avoid confrontation

   4. Can you be more factual and less emotional when speaking?

Implement

🧠 How do you deal with strong personalities?

🧠 What is your secret sauce to managing creative teams?