Claus Villumsen has worked as a Chief Technology Officer for almost 20 years. He’s the Founder of Kodecrew, a productivity application for software development teams. Claus has helped hundreds of new employees develop into leaders and professionals. He earned a Bachelor of Engineering (specialising in Environment Engineering) from the Technical University of Denmark.
In this post, Claus outlines leadership best practices to inspire your employees and boost team performance. Soft skills can be overlooked in today’s fast-paced business environment, but Claus argues a combination of hard facts and soft abilities is the key to managing a team effectively:
When I initially began as a leader at a software firm, I would claim that my drive came from developing new features and seeing them implemented. But as I advanced in my role, my thinking shifted. I began to concentrate much more on the people who were developing and executing the product. I recognised that I should focus on developing their careers, and in turn, they would help my firm grow.
These days I take note when an employee succeeds above and beyond expectations. Those folks represent the pinnacle of my professional achievements.
In this article, I’d like to share the insights I’ve gained over the years, so you can seamlessly mix hard facts with the soft abilities required for effective team leadership. I’ll explain how to manage your team for the mutual benefit of individual members and the organisation as a whole.
Let’s get into it:
A growth mindset is a game-changer, not just a buzzword. Imagine believing you can get smarter or better at something with effort. That’s a growth mindset. It’s about embracing challenges, persisting when things get tough, learning from criticism, and finding lessons and inspiration in others’ successes.
Dr Carol Dweck, a psychologist who developed the phrase after discovering this idea through her research. She showed that people with a growth mindset achieve more than those with a fixed mindset who believe their abilities are static. It’s not about telling yourself you’re the next Einstein because, let’s be honest, that’s a tall order. It’s about the belief that effort makes you stronger. And it applies to everything: learning maths, playing guitar, even improving relationships.
The growth mindset has its roots in decades of research on achievement and success. Studies show that students who were taught about growth mindsets improved their grades and motivation to learn. It tells us that our brain can grow and change through practice and persistence.
It’s not magic. It’s mindset. Embracing a growth mindset means seeing yourself as a work in progress. It’s about celebrating the journey towards improvement, not just the destination. And the best part? It’s accessible to anyone willing to put in the effort and embrace learning, one step at a time.
In leadership, feedback isn’t just a tool: it’s the cornerstone of growth and development. It’s about guiding your team towards their best selves, and it’s deeply rooted in the principles of a growth mindset. Feedback, when anchored in real data, moves beyond the realm of subjective opinions to concrete, actionable insights. It’s not about pointing fingers but about paving a path forward together.
Giving feedback, both positive and negative, requires a delicate balance. Positive feedback should be specific and tied to real achievements or behaviours. It’s not just ‘Good job!’ but ‘Your approach to solving that problem was innovative because…’. It reinforces the growth mindset by acknowledging effort and strategy, not just innate talent.
Negative feedback, on the other hand, is where the growth mindset really shines. It’s not a verdict, but an opportunity. Start with the data to keep it objective: ‘I noticed the project timeline has been extended multiple times.’ Then, make it a two-way conversation about learning and growth: ‘Let’s explore how we can address these challenges together.’ It’s about focusing on future actions and solutions, not past mistakes.
Incorporating growth mindset principles means you believe in the potential for development and improvement. Feedback becomes a constructive dialogue, fostering resilience, encouraging risk-taking, and ultimately leading to personal and professional growth. It’s leadership that doesn’t just aim to correct but to inspire and transform.
Imagine your journey to personal fitness or how you express love to those closest to you. Now, think about applying that same principle to the way we evaluate and foster growth within our teams. Just as going to the gym four times a year won’t get you in shape and telling your loved ones you care only twice a year won’t build strong relationships, infrequent evaluations don’t support continuous growth or team cohesion.
Frequent evaluations, especially when done weekly, are like having a real-time GPS for your team’s performance and well-being. This approach doesn’t just tick boxes; it provides ongoing, actionable insights that drive improvement, engagement, and alignment with goals. It’s about creating a culture where feedback is not feared but welcomed as a tool for personal and professional development.
This method saves money by optimising productivity. When team members know where they stand and what they need to improve, they can adjust their efforts in real time, ensuring that projects stay on track and resources are used efficiently. It reduces employee churn by demonstrating that you’re invested in their growth and value their contributions, making them more likely to stay and thrive within your organisation.
Moreover, it helps quickly identify non-performers – not to penalise them, but to offer targeted support, retraining, or realignment of roles based on their strengths. Just as regular gym visits contribute to better health over time and consistently expressing love strengthens bonds, the continuous cycle of evaluation and growth builds a stronger, more resilient, and more productive team.
Creating a work environment that minimises distractions and allows for deep focus is akin to providing an artist with a serene studio or a writer with a quiet retreat. It’s a clear signal from management that they understand the value of concentrated effort and the profound impact it can have on both the quality and quantity of the work produced.
When employees are allowed to immerse themselves in their tasks without constant interruptions, they’re not just more likely to meet their targets – they’re able to exceed them, often with superior quality results. This uninterrupted work time is not a luxury; it’s a strategic advantage. It enables individuals to engage in deeper problem-solving, fosters creativity, and leads to innovations that can set a company apart.
Moreover, this approach demonstrates a level of respect and trust from management towards employees. It acknowledges that professionals know how to manage their workload and can be trusted to deliver without being constantly overseen or disrupted. This trust builds a stronger, more confident team, where individuals feel valued and understood.
In essence, allowing employees to focus without distractions is not just about getting more work done –it’s about getting better work done. It’s a commitment to excellence, a nod to the importance of mental well-being, and a testament to the belief that when given the right environment, employees will not only meet expectations but will soar beyond them.
Imagine having a year’s worth of conversations, achievements, and growth packed into data that truly understands your journey. That’s what one-on-one meetings offer when they’re built on a foundation of trust and detailed records. These meetings are not just a check-in; they’re a deep dive into what makes your work meaningful and how you can grow even more.
Before the meeting, jot down what’s on your mind. What challenges have you faced? Where have you shined? This isn’t just a chat; it’s your moment to steer the conversation towards what matters to you in your career.
Here, we talk about your ambitions and setting goals that align with where you want to be and who you want to become. This isn’t about hitting company targets; it’s about hitting your personal milestones and expanding your mindset to welcome growth and learning at every turn.
And when you do something amazing, we shout it from the rooftops – well, maybe just on LinkedIn for now. But it’s our way of saying we see you, we appreciate you, and we’re here to support you, not just as a valuable part of our team but as the individual you are, striving for greatness.
These one-on-one meetings are our commitment to you. They’re how we ensure you feel seen, heard, and supported, not just in reaching for the company’s goals but in achieving your own personal and professional aspirations.
As you embark on the journey to foster a culture where people are priorities over processes, it’s essential to remember that the heart of innovation, productivity, and retention lies within the team itself.
Through my years of experience, I’ve witnessed the transformative power of focusing on individual growth, open communication, and collective effort. This approach not only maximises productivity but also nurtures an environment where team members feel valued, understood, and motivated to contribute their best.
Embrace the notion that each person’s unique skills, perspectives, and potential are the keystones to building a resilient and dynamic team. Encourage continuous learning, celebrate small wins, and provide constructive feedback. These practices help cultivate a growth mindset, where challenges are seen as opportunities for development rather than obstacles.
Remember, the strongest teams are built on trust, respect, and mutual support. As tech leaders, our role extends beyond managing projects and meeting deadlines; it involves inspiring our teams, fostering a sense of belonging, and empowering each member to achieve their full potential.
By placing people at the core of your leadership strategy, you’ll not only see remarkable results in your team’s performance but also in their loyalty and commitment to the organisation’s vision. So, as you move forward, let the principles of empathy, empowerment, and engagement guide you towards creating a workplace where everyone thrives. Together, you’ll navigate the path to maximum productivity and retention, setting a new standard for what it means to lead with purpose and humanity.
