Building Stronger Team Connections: Engaging with Technical Team Members

In more than 700 leadership coaching sessions, the skill that I notice is most lacking in leaders is empathy. Empathy is a misunderstood concept. It is not about feeling sad for someone (sympathy). It is not about being oblivious to emotion (apathy). At its simplest, it is about acknowledging and accepting. At its deepest, empathy is about being compassionate (taking action to care). 

1. Emphasise the Value of Soft Skills 

While technical skills are undoubtedly crucial, remind your team members of the equal importance of soft skills. Encourage them to understand that effective communication, empathy, and collaboration are vital for building strong working relationships and achieving common goals.  

By highlighting the significance of these skills, you pave the way for a culture that values a well-rounded skill set. 

2. Emphasise the Value of Working Hard 

Technical skill is important, and so is a good work ethic. Technical skills should not be seen as a ticket to the top, in the shortest amount of time. A degree or a qualification is not all that it takes to be successful in leadership roles, and technical competence or time in a role are not great justifications or reasons for a promotion. 

Although work life balance is not a thing, this should not be misconstrued as life-life balance. Hard work, even if it is just during working hours, must be encouraged from your technical team. And there might even need to be some overtime worked… 

3. Foster Cross-Functional Collaboration 

Encourage cross-functional collaboration within your organisation. Encourage your technically oriented team members to collaborate with colleagues from diverse backgrounds. Working with people who possess different skill sets and perspectives can help them refine their communication and teamwork abilities.  

Cross-functional projects can also provide unique learning experiences and opportunities for growth. 

Bonus Tip: Tailor Your Leadership Approach 

Recognise that each team member is unique and may respond differently to leadership styles. Tailor your approach to individual preferences. Some team members might thrive with more direct guidance and structured feedback, while others may prefer autonomy and occasional check-ins. By understanding their individual needs, you can build stronger, more productive relationships. 

Remember, the key to engaging with technically skilled team members who may not excel in interpersonal communication, lies in promoting a culture of continuous improvement and collaboration.  

By emphasising the value of soft skills, providing development opportunities, and fostering cross-functional partnerships, you can empower your team members to grow and contribute to the success of your organisation. 

And please click the image below if you’d like to chat about what leadership means to you.

If you would like to learn more about Anton or The Guinea Group, please click hereto book into Anton’s calendar, to:

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About Anton

Anton has dedicated his working life to helping leaders to upgrade their mindset, upskill their leadership, and uplift their teams! With a focus on helps leaders to better lead under pressure. Anton is an entrepreneur, speaker, consultant, bestselling author and founder of The Guinea Group. Over the past 19 years, Anton has worked with over 175+ global organisations, he has inspired workplace leadership, safety, and cultural change. He’s achieved this by combining his corporate expertise, education (Bachelor of HR and Psychology), and infectious energy levels.
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