Building Loyalty and Support Within Teams

Many leaders hoard knowledge. They fear creating their own competition. But the tighter you grip, the faster they leave. Instead, train your people to outgrow you. If you lead people the right way, they won’t leave. Here's what I Iearned in my leadership journey: Year 1: The Fear Phase → Taught my team advanced AI tools → Shared my network openly → Panicked when recruiters started calling them 💡 Reality: They stayed because they were learning, not because they had to. Year 2: The Trust Breakthrough → Funded external certifications → Encouraged side projects → Wrote recommendation letters 💡 Reality: My best performer turned down a 30% raise elsewhere. Year 3: The Multiplier Effect → Team members became industry thought leaders → Our department became a talent magnet → Retention hit 95% while industry average was 68% 💡 Reality: When people can leave anytime, staying becomes a choice, not a trap. Here's what this approach actually does: 1/ Creates Psychological Safety → No one hoards ideas when growth is guaranteed → Innovation explodes when fear disappears → Teams share knowledge freely 💡 Reality: My team shipped 3x more innovative solutions when job security wasn't a concern. 2/ Attracts A-Players → Top talent seeks growth, not comfort → Word spreads about leaders who develop people → Recruiting becomes inbound, not outbound 💡 Reality: We had 200+ applications for our last opening. No job posting needed. 3/ Builds Genuine Loyalty → Gratitude beats fear   → People remember who invested in them → Alumni become your biggest advocates 💡 Reality: Former team members have sent me 12 referrals in the past year. 4/ Accelerates Performance → Confident employees take bigger swings → Skills compound when shared openly → Teams operate at a higher level 💡 Reality: Our productivity increased 47% after implementing "teach everything" culture. 5/ Future-Proofs Your Leadership → Your value isn't in what you know → It's in what you enable others to do → Great leaders create more leaders 💡 Reality: 4 of my former reports are now VPs. They still call for advice. Here's my new leadership framework: ✓ Teach them everything you know ✓ Connect them to your network ✓ Fund their learning (even if unrelated) ✓ Celebrate their outside opportunities ✓ Make staying their best option When someone does leave? Throw them a party. Write a glowing recommendation. Stay in touch. The goal isn't to keep people forever. It's to be the leader they never forget. The one who bet on their potential when others wouldn't. The paradox is beautiful: The more you prepare people to leave, the more they choose to stay. And when they do eventually go? They become ambassadors, not defectors. What's your take on this approach? Share below 👇 ♻️ Repost if your network needs this leadership perspective. Follow Carolyn Healey for more real-world leadership insights. 

Do you want to lead a top-performing team? Someone once shared with me that a true sign of a strong team is how they operate and perform when their leader is absent. This idea stuck with me, and I became curious about what it would take to build a team that could function at a high level without me. I concluded that if I wanted my team to be the best, I needed to make myself less of a factor (”zero” myself out). Not so I can disappear and play golf; I am horrible, by the way, but more so to ensure the team continues to elevate. With that, I asked myself a couple of questions: - What do I need to do differently as a team leader? - What factors should I consider as I go through this process? Here's what I landed on: 1. Empower Through Delegation: Give your team autonomy and ownership over meeting agendas, projects, and tasks while providing guidance and support when needed. Trusting your team members to make decisions fosters confidence and boosts morale. 2. Encourage Collaboration: Foster a culture of collaboration where ideas are valued, respectfully challenged, and everyone's voice is heard. Encourage open communication and teamwork to leverage the collective intelligence of your team. Collaboration not only enhances creativity but also strengthens togetherness. 3. Provide Ongoing Development: Invest in your team's growth by offering continuous learning opportunities. Whether through 1:1 connects, team calls, or training programs, prioritize their development. 4. Provide Access: Connect your team to different departments and resources within your company. To enhance their network, try to give them access to some of the leaders and decision-makers you interact with. This not only gives them valuable exposure but also allows them to gather information and influence decisions. 5. Celebrate Successes: Recognize and celebrate your team's achievements. Celebrating successes reinforces positive behavior and motivates the team to continue their collective journey. Remember: -Be present daily for your team. -Success belongs to the team; the leader owns any misses. -Tailor your approach to your team's abilities. -Enjoy watching your team grow! #Leadership #LeadershipDevelopment #TeamSuccess

Only 31% of employees are enthusiastic about their work. As a middle manager, you play a pivotal role in boosting your team's engagement and enthusiasm. Here's how you can inspire and empower your team: 🌟 Trust & Empower: Involve your team in decision-making processes whenever possible. This fosters a sense of ownership and responsibility, motivating them to take initiative. 🌟 Celebrate Feedback: Encourage a culture of frequent and constructive feedback. It promotes continuous learning and growth, essential for your team's development. 🌟 Connect 'Why' to Vision: Share the company's vision and explain how your team's contributions matter. This sense of purpose can be a powerful motivator. 🌟 Offer Development: Advocate for training and development opportunities for your team. It signals your commitment to their growth and increases their loyalty. 🌟 Recognize & Praise: Acknowledge achievements, both big and small. A simple 'thank you' can go a long way in boosting morale and motivation. 🌟 Promote Diversity: Embrace diverse perspectives within your team. It enriches the work environment, prompts healthy debate, and drives innovation. 🌟 Encourage Collaboration: Foster teamwork on projects. It builds a sense of community and belonging while accelerating learning. 🌟 Challenge Comfort Zones: Push your team members to expand their skills and explore what they think is possible. It promotes growth and enthusiasm. 🌟 Cultivate Inclusivity: Ensure all voices are heard during discussions and meetings. Create space for quieter team members to speak up. Be the leader who serves, empowers, and inspires. And watch your team's engagement skyrocket!

“I would run through a brick wall for you and I think this team would do exactly that too.”  A direct quote from an ESPN correspondent (and former player) to Jon Basti, Coach of Sacred Heart’s Men’s LAX team, during his post-game interview on Saturday. His team had just punched their ticket to their first ever NCAA tournament appearance. They were down 3-0 to start the game… they dug deep, took the lead, and held Manhattan College scoreless for 43 minutes. Jon Basti built THAT kind of team. Partners are coaches of their own teams. And the stakes are incredibly high in this crazy competitive service industry, where business has to consistently be earned. How do you get your team to run through a metaphorical brick wall for you?  Your team does not get the same upside you do from the work that gets done for clients. So to expect the same commitment to client service requires you to ask “what do they get out of it?” They want to learn, gain skills and experience, and build strong mentoring relationships, among other things. The frustration rises when they feel unsupported, unappreciated, or under-developed. Fortunately, you are usually dealing with Type A personalities, self-motivated to perform well. You just need to provide the supportive, appreciative environment for them to achieve their potential and to feel good about putting in the time and effort. How do you create that? ✅ Train. Invest. Develop. You want them to go above and beyond for your clients? Go above and beyond in their training. Invest in their development. Give them opportunities. You will gain loyalty and they will gain the skills and experience to be even more valuable to you and your practice. Short term sacrifice for you, long term gain…for you. ✅ Positive reinforcement. When your stress or frustration filters down to your team, by way of unwarranted criticism (or warranted but not properly shared), you impact your team dynamic and cause them to question why they are working so hard (or why they are working here at all). Praise costs you nothing and gains you everything. I guarantee when the Pioneers were down 3 – 0, Basti was still cheering for each player. It makes a difference. ✅ Give AND ASK for feedback. Have you heard of “radical candor”? When you have created a supportive environment for your team, you can give them any feedback you want. And they want it. And inviting feedback allows the team to be heard. These are forms of investment that will pay dividends. ✅ Show your appreciation. Say thank you. Acknowledge above and beyond effort. Give a gift card for dinner. It is absolutely astounding how something so small can have such a big effect. And is there really any downside? These may seem simple but I am regaled every day with stories of partners who should think and act this way and don’t. Go build that championship team that will run through brick walls for you, Coach, and reap the benefits! 

As a leader, creating and keeping positive morale among your team members is essential to a positive and productive workplace. We all spend enough time at work to know it's inevitable to encounter periods of low morale. What we do in response when it happens makes the difference. Here are some actions that work: Always keep your people talking to you and each other. Create an environment where team members are expected to express their concerns and opinions. By actively listening, you demonstrate that their voices are valued and that you are committed to helping them get through those low periods. Uncertainty is another nemesis that can lead to anxiety and low morale. Ensure that your team understands their roles and responsibilities by setting clear expectations. Talk to them personally and clearly communicate goals, timelines, and performance expectations. Job #1 of every leader is to provide a clear understanding of expectations so people always have purpose and direction. Offer opportunities for skill development and career advancement to boost morale. Investing in your people through training programs, workshops, or certification programs improves the organization and your people. When professional growth is supported, it contributes to a more positive and motivating mindset. Encourage a healthy integration of work and life by promoting flexible work schedules, ensuring people take their PTO and vacations, and enforcing regular breaks during the workday. Good health habits also apply outside of work and provide benefits, as a refreshed team, mentally and physically, is more likely to stay engaged and motivated. Lead with a positive and resilient attitude, especially in times of challenge and low morale. Your demeanor sets the tone for your team. By showing determination, optimism, and a commitment to overcoming obstacles, you inspire confidence and motivate your people to do the same. Organize a consistent schedule of team-building activities to develop and maintain camaraderie and unity. Team lunches, family events, or a collaborative community outreach project can help build strong interpersonal relationships that support and improve morale. Nothing makes people feel more positive than helping others. Regularly acknowledge the hard work and achievements of your team. Recognition boosts morale and makes people feel valued and proud of their performance. Creating a culture of appreciation through public praise, awards, or even simple gestures like a handwritten note of thanks. Overcoming low morale requires an empathetic approach and intentional effort from leaders. Remember that a motivated team is productive, and investing in your people's well-being pays dividends beyond those low points that will happen. How do you offset low morale in your workplace? #ceos #leadership #lowmorale #execution For more leadership tips and wisdom, check out https://lnkd.in/gXpc_pyu

𝗛𝗼𝘄 𝗗𝗼 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗘𝗮𝗿𝗻 𝗧𝗲𝗮𝗺 𝗠𝗲𝗺𝗯𝗲𝗿 𝗟𝗼𝘆𝗮𝗹𝘁𝘆? . . . 🔷Lasting relationships aren’t merely achieved through compensation and material perks; they’re nurtured by human connection. 🔷Team members’ decisions to stay in a job primarily come from a sense of belonging, feeling valued by their leaders, and having caring and trusting colleagues. ❌Conversely, team members are likelier to quit when their work relationships are merely transactional. ❓So, how do leaders foster more meaningful relationships in organizations and inspire loyalty? 💡In a word: 𝗖𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻! 🔷Being a compassionate leader isn’t just a nice thing to do—it’s a powerful lever of team member satisfaction, productivity, and retention, especially in challenging times. 👇Here are some ways to practice and develop this essential leadership skill: 𝗙𝗶𝗿𝘀𝘁, 𝘀𝘁𝗮𝗿𝘁 𝘀𝗺𝗮𝗹𝗹. Demonstrating compassion doesn’t always require huge gestures. A simple encouraging comment, a brief check-in, or an expression of gratitude can go a long way! 𝗡𝗲𝘅𝘁, 𝗯𝗲 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹 𝗮𝗯𝗼𝘂𝘁 𝗼𝗳𝗳𝗲𝗿𝗶𝗻𝗴 𝗵𝗲𝗹𝗽. When a team member is struggling on a personal level, instead of asking yes or no questions like, “Do you need help?” or “Is there anything I can do?” (which often sound like invitations to say “no”), try asking, “What can I do to be helpful to you today?” 𝗧𝗵𝗲𝗻, 𝗴𝗼 𝗯𝗲𝘆𝗼𝗻𝗱 𝘆𝗼𝘂𝗿 𝗶𝗻𝗻𝗲𝗿 𝗰𝗶𝗿𝗰𝗹𝗲. Don’t limit your compassion to direct reports, close friends, or even your immediate team. Instead, be generous with your attention and expand your influence! 𝗙𝗶𝗻𝗮𝗹𝗹𝘆, 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗰𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻 𝗶𝗻 𝗼𝘁𝗵𝗲𝗿𝘀. Let people know when a team member or colleague goes above and beyond to help someone else. This will help establish compassion as a virtue in your organizational culture! 🎆The benefits of being compassionate are not just valuable for health and personal relationships but are also incredibly beneficial to professional success. And the good news is that becoming more compassionate is not only possible; it’s actionable! 🎆Start small, be thankful, be purposeful, find common ground, see it, elevate, and know your power!

Want to build a thriving team? Or watch good people fade out? It usually comes down to what you normalize every day: ✅ Invite tough questions 🚫 Reward only agreement → Progress requires candor → Your team should feel safe enough to challenge you ✅ Spotlight unsung wins 🚫 Celebrate only headline-grabbing results → Quiet success builds strong cultures → Recognition fuels retention ✅ Own your mistakes publicly 🚫 Deflect blame or hide setbacks → Transparency sets the tone for learning → Smart risks are safe to take ✅ Invest in your top performers 🚫 Assume loyalty will keep them → Top performers need growth to stay engaged → Or they start looking elsewhere ✅ Clarify priorities—over and over 🚫 Assume everyone’s aligned → Focus drifts fast → Repeat what matters Here’s the truth: People don’t quit jobs They quit weak cultures. 💬 Which of these shows up (or slips) in your leadership? 🔁 Share if you’re building culture on purpose 📩 Subscribe to Joel Trammell for more real-world CEO lessons

5 cornerstones of building a high-trust team: (And how they will transform your group cohesion) 1: Cultivate honesty and integrity. • Remember, a reliable team operates on the currency of trust.    • Instill a culture where truth and moral principles aren't optional. • Lead by example and hold everyone to a standard of transparency and ethics. 2: Champion open communication. • The bridge between misunderstanding and clarity is built with open dialogs.    • Active listening is vital; ensure everyone feels heard and valued.    • Create an atmosphere where sharing ideas is encouraged. 3: Focus on reliability. • A team that can count on each other is unstoppable.    • Consistency is the backbone of trust; make commitments you can keep.    • Be accountable for actions, fostering a dependability that others can emulate. 4: Encourage mutual respect. • Respect in the team room translates to a powerful force in the field of play.    • Appreciate diverse perspectives and highlight each person's contributions.    • Treat every team member with dignity and fairness. 5: Promote positivity and support. • Celebrate successes together and offer help during challenges.    • Encourage a team spirit that thrives on lifting each other up.    • Understanding and kindness goes a long way in a high-stress environment. What are the foundations of trust on your team?

Want to lead from the top? Build from the bottom! Most new managers get this part dead wrong: They think leadership is about getting people to do what you say. It’s not. Great leaders equip, empower, and expect excellence. Downward influence means shaping how your team thinks, works, and grows. You’re not just their boss. You’re their source of direction, clarity, and belief. And if your people are struggling, chances are it’s not a people problem. It’s a leadership problem. Most breakdowns come down to three things: 1️⃣ They lack the tools 2️⃣ They feel unsupported 3️⃣ They never learned how to do it right Your job is to solve those. Every day. Want to lead down the chain with power? Focus here: Equip them. ↳Set clear expectations. ↳Give them real tools. ↳Show them what success actually looks like. Support them. ↳Remove roadblocks. ↳Make space for mistakes. ↳Let them know you’ve got their back. Teach them. ↳Delegating isn’t leading. Teaching is. ↳Every task is a chance to build someone stronger. Once they’re set up to succeed, that’s when leadership gets real. You hold the standard. You reinforce what “great” looks like. You protect the culture. You challenge them to grow beyond the baseline. Because it’s not just about getting results. It’s about building the kind of team that can sustain them. 🧠 According to the Center for Creative Leadership, high-performing teams thrive when they experience: ✔️ Direction (they know what to do) ✔️ Alignment (they know why it matters) ✔️ Commitment (they believe their work is valued) Remember it's your responsibility to build that through consistent, everyday influence. So instead of asking: Why aren’t they performing? Ask: Have I given them everything they need to succeed? Because anyone can demand performance. Few know how to build it. Comment Below: What’s one way you build trust on your team? ♻ Repost if showing up consistently matters to you. I’m Dan 👊 Follow me for daily posts. I talk about confidence, professional growth and personal growth.  ➕ Daniel McNamee

The biggest mistake I see leaders make: They confuse compliance with commitment. When you lead by force, people do the minimum to avoid getting fired. When you lead by creating belonging, people give you their best work voluntarily. Here's what I learned building teams... Force gets you: People who watch the clock Ideas that never get shared Innovation that dies in fear Teams that scatter when pressure hits Commitment gets you: People who stay late because they care Ideas that transform your business Innovation thrives when people feel safe. Teams that rally when things get tough The difference? I don't tell people what to do... I help them understand why it matters.
 I don't demand loyalty... I earn it through transparency.
 I don't create fear... I create belonging.
 My Monday messages to the team aren't mandates. They're check-ins. "Here's what I'm grateful for this week."
 Our culture calls aren't performance reviews. They're spaces where people share what they love. Books, stories, whatever lights them up.
 When someone struggles, I don't threaten. I ask: "What have I done wrong as a leader to put you in this position?"
 The truth about high-performing teams?
 They're not built on fear of consequences.
 They're built on genuine care for the mission and each other.
 Force might get you short-term results. But commitment? That's what builds billion-dollar companies.