Comment pouvez-vous équilibrer l’affirmation de soi et l’empathie lorsque vous dirigez une équipe?

If someone suggests that you need to empathize with everyone, it's like expecting a police officer to be polite when dealing with every criminal. I understand it's not a perfect analogy, but I used this extreme example to emphasize a crucial point. The magic word is 'balance' - finding equilibrium between the pressing demands and the prevailing emotions, as well as between the ultimate project goal and the unique motivations of each team member. As a project manager, the better you can establish this balance, the more effective an executor you will become. Some general tools that help in creating a balance are resepecting differences, active listening, empowerment and timely checks. It's not one time effort. It's a process. 😊

Cada uno de nosotros posee estilos distintos, algunos de nosotros (dentro de los que me incluyo) que siempre se nos ha catalogado como sociables y buenos para hablar, entonces si yo tratara de actuar equilibrando mi asertividad y empatía de manera artificial seria muy notorio (por lo demás los que me conocen lo encontrarían hasta sospechoso jajajaj), al igual que alguien que no es tan comunicativo y de un día para otro se transformará en alguien muy comunicativo y carismático, raro no? probablemente esas actitudes forzadas generarían el efecto inverso en los equipos.

Seek first to understand, then to be understood. A sincere listening to the challenges and pain points from the perspective of our team instead of putting ourselves in their shoes as if we already know their struggles. We can’t devise a solution if we close our minds to understand what they are going through. Mind you, our team would know if we are genuine with our actions.

In this post-COVID era, it can be challenging to empathize with someone on your team when they are merely a face or a name in a virtual meeting. To foster a more effective and empathetic team dynamic, it is crucial to balance assertiveness with a genuine effort to get to know each team member personally. This entails understanding their individual goals, recognizing their strengths, and appreciating their unique contributions to the team. When employees experience this level of recognition and support, it often motivates them to go above and beyond in their work.

In my opinion this is a very important component to growth and improvement - seeking feedback! I often find the best ways to get feedback is to diversify the input. The feedback does not always need to come from the team or your leadership, seek others input on your leadership style. I also always recommend a Mentorship Program as a great avenue to opening up on leadership styles.

Balance assertiveness and empathy in agile leadership by ensuring clear communication, empowering with guidance, providing constructive feedback, maintaining flexibility, and expressing recognition and appreciation. This fosters an environment where efficiency meets team cohesion and well-being.