Você está lutando para construir confiança com sua equipe. Como a delegação pode ajudar?

Trust is as the basis of delegation and let's be honest, you didn't hire smart people to tell them what to do. Give them an outcome and a due date, let them figure out how to go about the task. That isn't your concern...unless of course, the result is less than stellar or late.

Understanding your team member's strengths and weakness is the first and foremost task on hand. Once you have clarity in this aspect the project has to be planned well with clear deadlines. It is also crucial to clarify your vision and mission to ensure all are aligned with each other. Delegation has to be then done by identifying their skill set and strength. Delegation must also allow the team to make suggestions for improvement and their contribution. When they feel they are a part of the project only then they will want to work towards it. Periodic reviews are important to not only motivate them give reassurance that they are on the right track. Micro managing must be avoided as this can create friction. Don't forget to appreciate.

To build trust we have to develop honest listening skills. Otherwise effective delegation not only becomes difficult, it leads to a lack of trust. Listening is a two way street. Hearing what others are really saying is vital. So is getting better at accessing our true motivations and personal endgames. This is essential to effective delegation. Many claim to be skilled listeners and self-aware, but is this truly the case? Parents and children are competing with smartphones for each others attention. They can each feel the disconnect. Leaders and employees are feeling the same, as their minds are often full with their to-do-lists and upcoming meetings. For delegation to become effective, the art of honest listening must be cultivated.

Authenticity is the foundation for trust. All human beings have this internal alarm that goes of when we speak with someone who is not telling their truth. We label this feeling often as 'lack of connection' So make sure you speak your truth, even if it is not one thats easy to hear or tell.

Here's how delegation can help build trust: Assign Responsibility: Delegating tasks shows your team members that you trust their skills and decision-making. Practice Open Communication: Discuss expectations clearly when assigning tasks. This promotes transparency and understanding. Give Feedback: After task completion, provide constructive feedback. This shows you value their effort and fosters growth.

Communication is easy to say and difficult to execute. Everyone says how important it is to communicate, but doing it well is another issue entirely. Set out the expectations at the front, give examples of what is good work and how you want things done. Being available for quick questions can also help the outcome. Your job is to remove obstacles and ensure your employee is successful, use the tools necessary to do just that.

Empowering a workforce is easy to do and quite another thing to do. Sooo many companies like to say they emplower their employees or have this phrase in their mission statement, but very few take the time 1) get feedback 2) actually incorporate it into project plans to better things That is really what empowerment looks like. Listening to your employees and then using their feedback to make something better.

Here's how delegation can empower and support your team: Boosts Confidence: When you delegate, it shows you trust your team's abilities. This boosts their morale and confidence. Promotes Skill Development: Delegating various tasks allows your team to learn and grow, developing new skills.

La reflexión que se hacen algunos directivos es: “No delego porque no tengo gente competente” y quizás la cuestión es: “no puedes tener gente competente si no delegas”. No son conscientes que la falta de delegación limita el desarrollo. Normalmente detrás de la ausencia de delegación está la falta de confianza, necesaria para que el equipo asuma responsabilidades y crezca. Se hace necesario revisar el grado de confianza que tienes con tu equipo. Y llegados a este punto, te propongo preguntarte el grado de confianza que tienes de 0 a 10 con tu equipo y después reflexiona en el grado de delegación que tienes respecto a ese equipo o persona. Una vez comparado ambos valores ¿A qué conclusión llegas?

To monitor your delegation process and build trust within your team: Regular Check-Ins: Plan regular check-ins with your team members. This shows your interest in their progress and helps you monitor the delegated tasks. Utilize Project Management Tools: Use project management tools to track tasks and deadlines. It provides transparency and allows you to monitor the progress of delegated tasks effectively.

El micromanager o cuando la supervisión es excesiva Cuídate mucho de no convertirte en un líder micromanager que controla excesivamente los detalles y el proceso de trabajo de su equipo, llegando a supervisar todo paso del camino. Esta situación limita el desarrollo del equipo y del propio directivo. El ego parece dirigir sus acciones: “nadie puede hacer las cosas como yo”. Las consecuencias son, por un lado, una falta de desarrollo profesional para el equipo y por otro lado, la sobrecarga de trabajo para el líder que no ayuda a su bienestar personal. Clarificar expectativas, proporcionar los recursos necesarios y acompañar con el apoyo adecuado son actitudes que pueden llevar a un micromanager a saber delegar con efectividad.

To learn and improve during your delegation process and foster trust: 1. Open Communication: Encourage open communication with your team. This can lead to better understanding and improved relationships. 2. Reflect and Learn: Use past experiences to guide your future delegation. Reflect on what worked and what didn't to continuously improve.

A lack of listening skill erodes confidence (trust) in follow-through, leading to situations where leaders, or parents, resort to blame and assume tasks themselves—a practice that isn't sustainable as it leads to grudges This profoundly impacts our ecosystems, whether at home or in the office. Many people find it difficult to listen to themselves. It's important, because if we can’t listen to ourselves, how can we effectively listen to others? By practicing the art of blame-free listening, the more we heal. And this makes delegation that much more collaborative and effortless task. Delegation doesn’t have to mean washing our hands of responsibility. We can still offer continuing support, even if it is a light touch approach…