- This topic has 9 replies, 9 voices, and was last updated 5 months, 3 weeks ago by Harriet Nayiga.
I work to bring hope among those who need it most, the marginalized adolescents and young adults. I prioritize having a happy and motivated team in order for us to protect our love and kindness that we can share with others.
Below are the 3 of the practical ways I make people feel heard and seen on my team:
1. I ensure to involve my team members in decision making. I have found out that team members feel heard when they are given opportunity to exercise their power after being guided.
2. Appreciation. The word “Thank You” Means so much, it truly shows a team member that I see what he/she does and her efforts are appreciated.
3. Despite the fact it is believed that a leader is the one who should be consulted, it has worked for me when I consult from my team members before I bring an idea, give direction or make a decision. This is because they understand their areas of work more than I do however much I try to have broad knowledge. They help me to understand those specific experiences so that I give appropriate guidance and direction in order to move as one team. I use questions like “what do you think?, How do you advise? “.
Such little actions keep my team members on top of their game knowing that their contribution matters. Looking forward hearing what others do:)
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I work to bring hope among those who need it most, the marginalized adolescents and young adults. I prioritize having a happy and motivated team in order for us to protect our love and kindness that we can share with others.
Below are the 3 of the practical ways I make people feel heard and seen on my team:
1. I ensure to involve my team members in decision making. I have found out that team members feel heard when they are given opportunity to exercise their power after being guided.
2. Appreciation. The word “Thank You” Means so much, it truly shows a team member that I see what he/she does and her efforts are appreciated.
3. Despite the fact it is believed that a leader is the one who should be consulted, it has worked for me when I consult from my team members before I bring an idea, give direction or make a decision. This is because they understand their areas of work more than I do however much I try to have broad knowledge. They help me to understand those specific experiences so that I give appropriate guidance and direction in order to move as one team. I use questions like “what do you think?, How do you advise? “.Such little actions keep my team members on top of their game knowing that their contribution matters. Looking forward hearing what others do:)
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Harriet,
Thankyou for sharing, this is such a simplistic, inspiring and effective way of empowering your team. As individuals we need to feel valued, respected and appreciated, your 3 practical ways address these needs in a succinct and personable manner. I resonate deeply with the notion of ‘consulting’ the team, which in turn not only engages everyone but lifts individuals to work with their strengths and abilities…by asking ‘what do you think?’ We create a much more harmonious and productive environment which benefits all. -
I truly resonate with your approach of involving the team and valuing their insights—especially in my NGO experiences, I’ve seen how genuine appreciation and asking for input transform team dynamics. Saying “thank you” and listening not only boosts motivation but builds trust and ownership. Small actions like these create the strong foundation every leader needs to inspire real impact. Thanks for sharing!
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I completely align with what Harriet shared — little actions often make the biggest difference. Here are three practical ways I’ve made people feel heard and seen on my team:
1. Co-creation over instruction — Rather than just giving ideas, I invite the team to co-create. Whether it’s structuring working time or brainstorming, it’s about building with people, not just for them.
2. Celebration & appreciation — A former teammate of mine used to send motivational messages every morning. At first it felt unusual, but soon it became something the whole team cherished — a small act that set a positive tone for the day.
4. Psychological safety & genuine care — My manager once made it a habit to begin meetings by asking personal questions — about my family, my meals, or even whether I had taken an hour for myself. That simple check-in created a sense of safety and reminded me that I mattered beyond my work.
In the end, it’s not grand strategies but these little gestures of care that make people feel truly heard and seen. 💛 -
Great tips. Can I add my usual one. You are probably all tired of it.
Add a smile. People know they are heard when you smile at them. A real smile, not just a grin, but a small with the whole face and especially eyes.
Harriet has a smile – for sure sometimes it’s a weary smile – but it’s a smile I would do anything for and it makes me feel heard.
Love Julia
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