We have already written about the things that team leaders should definitely do in relation to their employees: Checklist for team leaders: 10 key tasks. This article is about the qualities that make a great team lead – regardless of whether you work according to Scrum, Agile or traditional waterfall.
Quality #1 of a great manager: Strong communication skills
A great manager communicates clearly and comprehensibly, both in terms of goals, roles, expectations and feedback. He or she is not a chatterbox and gets to the point quickly.
Another quality of strong communication is that the manager can adapt their communication style to the situation in order to strike the right tone at any given moment. For example, the boss should communicate critical feedback in a serious tone, but without intimidating the team member or putting the direct report in a defensive posture.
This also means that feedback is only shared by the supervisor once a relationship of trust has been established with the employee. In addition, negative feedback is first shared in a one-to-one meeting and reflected on together. It doesn't matter whether these one-to-one meetings are held digitally or virtually remotely or in person on site. See also our post on the topic of feedback: Giving feedback with Radical Candor: 6 examples in the software sector.
Quality #2 of a great boss: Empathy
In a perfect team, every team member feels seen and valued by their own supervisor.
A great team leader takes the time to understand the needs, concerns and goals of the direct reports. In connection with this, they are genuinely concerned that the team members are successful.
As an above-average manager, you develop a genuine interest in the well-being of your team. You promote a good team culture in which everyone feels welcome and accepted. Active listening is also one of your strengths –.
If you want to have an empathy-promoting one-to-one conversation with your team members, our meeting tool Echometer can help you (see also: 15 templates for excellent one-to-one conversations). It helps you to ask the right questions and thus develop your employees both measurably and sustainably.
Here is a sample template for your one-to-one conversation. Feel free to take a look:
No small talk, no awkward pauses. 🥱 This 1:1 template simply always works.
- What achievement are you proud of that I may not have noticed?
- What small change would immediately improve your work?
- What would you like to take more time for at work?
...
With this 1:1 template, you can build a real relationship with your employees 🤝
What achievement are you proud of that I may not have noticed?
What small change would immediately improve your work?
What would you like to take more time for at work?
...
Use this 1:1 template to find out how your employees really feel 📊
- What achievement are you proud of that I may not have noticed?
- What small change would immediately improve your work?
- What would you like to take more time for at work?
...
Use this 1:1 template to find out how your employees really feel 📊
Weather icebreaker: If you had to describe your emotional state as weather, what is the weather like in your project or your tasks at the moment?
- What achievement are you proud of that I may not have noticed?
- What small change would immediately improve your work?
- What would you like to take more time for at work?
...
Use this 1:1 template to find out how your employees really feel 📊
- Weather Icebreaker: How would you describe your emotional state, your project or your tasks as weather?
❄ Freezing cold, 🌪️ Stormy, ☁️ Cloudy, ⛅️ Partly cloudy, ☀️ Sunny - What achievement are you proud of that I may not have noticed?
- What small change would immediately improve your work?
- What would you like to take more time for at work?
...
Characteristic #3 of a very good supervisor: Role model function & integrity
A good supervisor exemplifies the values that she expects from her team. They act authentically and stand by their decisions, which helps them gain the trust of their employees in the medium term. Honesty and transparency are essential, because only when a manager communicates openly do team members feel safe and taken seriously.
A boss who keeps his promises and owns up to his mistakes shows reliability and creates a culture of openness. For him, mistakes are not a weakness, but an opportunity for further development, both for the manager himself and for the team.
Your team will obviously prefer to follow a supervisor who lives by their own principles rather than someone who just dictates the rules.
Quality #4 of a great team leader: Delegate with confidence
As a great supervisor, you are able to delegate tasks. You trust the team to carry out the tasks successfully and find a good balance between autonomy and micromanagement for each individual employee. Nevertheless, when in doubt, you also take responsibility for mistakes and protect the team externally.
Of course, you address any abuse of trust or irresponsible behavior clearly and early on – again, initially in a 1-to-1 conversation. A good boss does not shy away from unpleasant conversations in the short term if they are necessary for the long-term success of the team.
“During my 1:1s, it is way too hard to take notes while being focused on the employee.”
"Yes, 1:1 meetings with my employees should be my most important meeting – but I need more guidance for that."
Quality #5 of a great boss: Adaptability and solution orientation
If employees suggest alternative solutions, as a great team lead you don't feel attacked by this. On the contrary: you are open to ideas and grateful for all suggestions from the team. Reacting flexibly to changes and finding creative solutions together with the – team is what you like to do best!
Another quality of adaptability is that a great supervisor remains calm even in pressure situations, so that the team can concentrate on itself and its tasks even in difficult situations.
Conclusion: Do you have the qualities of a great team leader?
Team leaders are never perfect. Reflect on how you assess these qualities in yourself. Develop a growth mindset and set yourself goals for the qualities you want to work on. See also: An introduction to the agile mindset.
If you are still unsure, the digital online software tool Echometer can help you to introduce the most important leadership routines such as agile retrospectives and 1-to-1 meetings with your employees. You can find out more about the Echometer app here.
If you're interested, you can also play around with one of our templates for one-on-one meetings here and try it out with one of your team members free of charge soon:
No small talk, no awkward pauses. 🥱 This 1:1 template simply always works.
- What achievement are you proud of that I may not have noticed?
- What small change would immediately improve your work?
- What would you like to take more time for at work?
...
With this 1:1 template, you can build a real relationship with your employees 🤝
What achievement are you proud of that I may not have noticed?
What small change would immediately improve your work?
What would you like to take more time for at work?
...
Use this 1:1 template to find out how your employees really feel 📊
- What achievement are you proud of that I may not have noticed?
- What small change would immediately improve your work?
- What would you like to take more time for at work?
...
Use this 1:1 template to find out how your employees really feel 📊
Weather icebreaker: If you had to describe your emotional state as weather, what is the weather like in your project or your tasks at the moment?
- What achievement are you proud of that I may not have noticed?
- What small change would immediately improve your work?
- What would you like to take more time for at work?
...
Use this 1:1 template to find out how your employees really feel 📊
- Weather Icebreaker: How would you describe your emotional state, your project or your tasks as weather?
❄ Freezing cold, 🌪️ Stormy, ☁️ Cloudy, ⛅️ Partly cloudy, ☀️ Sunny - What achievement are you proud of that I may not have noticed?
- What small change would immediately improve your work?
- What would you like to take more time for at work?
...
