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Leadership is not a one-size-fits-all concept, and it continues to evolve.
In a world that also constantly evolves, it is essential to explore fresh perspectives on leadership that resonate with the dynamic challenges and diverse voices of today.
In this article, we delve into the stories and advice from our Team Leaders who have embraced their own approaches to leadership.
The role of strong leaders in our organization
Effective leadership is a catalyst for success. It enables organizations to navigate complexity, inspire teams, manage change, and foster high-performance cultures.
As the digital landscape continues to evolve, the demand for exceptional leadership will only intensify.
The complex and innovative nature of the Fintech and blockchain industry demands leaders who can additionally navigate regulatory complexities, embrace emerging technologies, and foster an environment of trust and collaboration.
We're thrilled to have such exceptional leaders in our organization. Their insights and expertise provide valuable guidance in which we delve deeper into in the next sections.
Meet the leaders
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Insights from our Leaders
Understanding the experiences and viewpoints of leaders is paramount in building successful teams. Each leader brings a unique set of skills, knowledge, and perspectives that contribute to the overall success of a team.
Challenges of leadership
Leadership is a multifaceted journey, often fraught with challenges that test one's skills, character, and resilience. Let’s shed light on the complexities and rewards of effective leadership in any organization.
Michał Korzeniowski:
Biggest challenges in software house type of business usually come from the client side. Managing expectations, helping to form clear and helpful requirements all the while being a buffer between the team and the client can sometimes be very challenging. The second most challenging aspect of being a leader is simply being a leader for everybody. It can get very difficult to be able to devote sufficient time for each team member to make sure everybody is aligned with projects’ and companys’ goals and that nobody feels left out.
Piotr Radziwon:
Building trust is one of my main focuses, but also a great challenge as this process takes time and consistent effort. Trust is based on mutual respect and understanding. It is built through open communication, demonstrating reliability, and proving that
I have the team's best interests at heart. Yet, it's a rewarding journey, and seeing the trust develop among the team and towards me as their leader is always worth the effort.
Another challenge I often encounter is striking the right balance between maintaining a friendly atmosphere and providing professional, objective evaluations of the team's work. It's crucial to create an environment where everyone feels comfortable and valued. Still, it's equally important to ensure that performance is assessed fairly and accurately. This can sometimes lead to difficult conversations, but I firmly believe that honesty and transparency are key to maintaining both a positive team atmosphere and high performance standards.
Receipt for building an effective team
Building an effective team is an art that requires a carefully crafted recipe of ingredients. Through experiences of our leaders, the essential ingredients that have proven to be the key to their success were: listening skills, trust, cooperation, clear expectations, and feedback.
Marcela Rutkowska:
Listening. Listening to team members' concerns, ideas, and needs is the cornerstone of my leadership approach. I believe that everyone deserves a comfortable workplace and opportunities to grow. By paying attention to the needs of my team and doing my best to meet them, I've been able to foster an environment where people feel valued and supported.
Ania Matuszak:
I would say that a recipe for good leadership includes trust, cooperation, clear expectations, and feedback. Trust builds strong relationships, cooperation fosters collaboration, clear expectations provide direction, and feedback promotes continuous improvement.
Strategies to attract and retain top talents
Attracting and retaining top talents is a critical objective for our organization. By adopting strategies that offer freedom and autonomy, recognize and value potential, and foster a flourishing environment, leaders can create an appealing workplace for exceptional individuals.
Michał Korzeniowski:
I try to allow as much freedom in tech decisions as possible, to empower team members to feel they have real impact on the project and that their work is valuable.
I try to mentor them into leadership positions when I think they have it in them.
I always establish a development path for each team member to make sure we both have the same point of reference, when it comes to performance and improvement.
I think those three aspects can foster strong professional bonds and, as a result, a bit of loyalty.
Marcela Rutkowska:
I believe in giving team members more significant responsibilities and granting them autonomy in their decision-making processes. My approach is to stay out of their way and trust them to do their jobs effectively. This empowerment gives them a sense of ownership and pride in their work, which goes a long way in retaining top talent.
Piotr Radziwon:
One of my primary strategies for attracting top talent to my department is valuing potential and passion over the current skill level. I believe that skills can be developed over time, but genuine enthusiasm and dedication in a field are intrinsic and can drive a person to go the extra mile. This approach has helped me gather a team of talented designers and marketing professionals who are eager to learn, grow, and contribute their innovative ideas.
As for retention, I place a significant emphasis on creating an environment where everyone feels valued and part of the team. I believe in the importance of fitting within the team and the culture of the organization. By focusing on these aspects,
I’m able to create a team that works well together, shares common values, and is invested in our collective success. This not only helps in retaining talent but also in building a high-performing and cohesive team that thrives together.
Fostering a culture of continuous learning and development within the team
At ULAM LABS we promote a learning mindset and provide opportunities for peer-to-peer learning, mentorship, and cross-functional projects, like Ulam Talks or meetups. However leaders create their own ecosystems where team members can learn from one another, share best practices, and collectively elevate the expertise of the entire team.
Ania Matuszak:
We implemented a project called “HR self-development” where we use 10% of our time on self development. Whether it's taking class, going to a workshop, reading
a book or blog. Also we create a library from all the sources we found and took part in.
Piotr Radziwon:
To foster a culture of continuous learning and development within my team,
I emphasize the significance of growth trajectory over current skill level. This belief shapes our interactions and sets the tone for our work together, underlining a focus on continuous improvement rather than solely on current capabilities. One of my primary responsibilities as a leader is to enhance the skill sets of my team members, ensuring they're always developing and expanding their professional competencies.
On a practical level, I've implemented mechanisms such as a weekly meeting for all designers in our team. This is a forum where we share current challenges and collectively brainstorm solutions. This approach not only allows us to tackle immediate issues but also provides a learning opportunity for everyone.
By understanding the challenges faced across different projects and industries, each team member is afforded a broader perspective and a chance to learn from the experiences of their colleagues. This constant sharing and problem-solving promote a culture of continuous learning and foster professional growth.
Summary
Throughout their journeys, leaders acquire invaluable insights and experiences that shape their approach to leadership and guide them towards success. We asked them to share a single piece of advice that can serve as a guiding light for aspiring future leaders. Let’s make it a last word and a summary for anyone embarking on
a leadership journey.
Marcela Rutkowska:
Listen to your team members and strive to provide a workplace they will love. When people are happy with their work environment, they will repay with dedication and hard work. Remember, a team is not just a group of people working together.
It's a community, and as a leader, your role is to nurture this community.
Piotr Radziwon:
My key advice for new leaders is to temper your ego. Being a leader is about your team's needs, not your own self-importance. The most successful leaders understand this and make decisions that benefit their team above themselves.
This approach helps foster collaboration, trust, and ultimately, leads to greater success for everyone involved.
Michał Korzeniowski:
Be prepared to work harder than ever before. Always be mindful that you should be setting an example for others, as people will look up to you for both support and a point of reference. Remember that your team members are actual human beings with lives outside of your company and try to genuinely care for them and their successes and failures.
