Você acaba de ser promovido a um cargo de gerência. Como você pode inspirar sua equipe a seguir seu exemplo?

Comunicación clara y transparente: Mantén líneas abiertas de comunicación. Comparte tu visión y objetivos para el equipo y la empresa, y cómo cada miembro contribuye a estos objetivos. Escucha activamente sus ideas, preocupaciones y sugerencias. Esto fomenta un sentido de pertenencia y muestra que valoras su aporte.

Having been promoted rather than appointed from outside means we know the organization, its structures and people. It also means it's a time of change. To avail of that opportunity, and to inspire our team we must communicate our vision clearly and openly. It's also imperative we demonstrate willingness to welcome and listen to feedback and ideas; to praise performance and achievements; to show support when team members might be struggling; and to clearly outline roles, tasks, and targets, with clearly defined deadlines and accountability.

In being promoted it is vital to be welcoming, listening and sincere to build trust in the new reporting lines. If there were other unsuccessful internal candidates, act with sensitivity and transparency. Understand why they didn’t get the job and if they want to build that knowledge gap. If they do assign responsibilities that celebrate their strengths. In time identify opportunities to work alongside on projects that give exposure to areas that will diversify their skill set. On a broader scale, spend the first 30 days listening, understanding how the new role works and keep track of possible opportunities. Build this into a 6-12 month strategy working closely with stakeholders.

I agree with making sure the goals are clearly communicated. It is also very important to make a point of setting it straight that if you are working for an agency, event goals are not only decided by you, but also by the client. This is important because then you can easily negotiate differences in opinion.

*Leaders must constantly look at their own actions/behaviors…I always debrief w/ myself first (e.g., “Did I set all up for success?” “Did I anticipate potential “glitches” & relay alternative solutions to team?”) *Meet w/ team asap so that all happenings are still clear *Praise publicly/privately (e.g. give them shout-outs on social media, give out awards for outstanding efforts/progress in mtgs…) *Privately thank members verbally or w/ written notes *Review general feedback received w/ team. Encourage discussion from all *Do 1:1s for personal feedback. Tell them what they did well/ask what they could’ve done better/how you can support them…OR be tactful & empathetic w/ specific feedback & provide solutions *Create Action Plans/Follow Up

New managers often tend to want to prove they're capable of the promotion and dive head first into setting goals and expectations. To inspire others is to understand what motivates and frustrates them. Maybe, one of the team expected the role. 1. Learn about the people. 2. Learn what motivates them. 3. Learn what frustrates them. 4. Gather their feedback & ideas. (All the while, be learning about the event - logistics, people etc., organisational goals, budgets and priorities). 5. Put it all together. 6. Present it to the team. 7. Listen and adjust. 8. Delegate. 9. Connect, collaborate, compliment & critique (bearing culture in mind). 10. Reflect, rework, repeat. 11. Do an after action review.

Reconocimiento y apreciación: Agradece regularmente a tu equipo por su esfuerzo y logros. El reconocimiento puede ser público o privado, formal o informal, pero siempre debe ser sincero. Esto puede aumentar significativamente la moral y la motivación del equipo.

Fomentar la innovación y la creatividad: Anima a tu equipo a pensar fuera de la caja y a tomar riesgos calculados. Celebrar tanto los éxitos como los fracasos como oportunidades de aprendizaje. Esto crea un entorno de trabajo dinámico donde la innovación florece.

Before you do ANY of these, meet with your team individually and listen to them!! Put the business aside for 5 minutes and treat your team as human beings

Demonstrate excitement about leading the team, and about unleashing the potential from within the team. This can be achieved through powerful questioning and active listening - getting team members to share what they know, think and feel. Questions such as: * What are the things we do really well as a team? * How would our stakeholders and customers describe us? * What's our biggest challenge right now? * What should we prioritise and why? * What do you wish was communicated to you more often and why? * What has been your best/worst team experience and why? Listen for things that are said AND not said - gain valuable clues about your team, by giving people a voice!

Sé un ejemplo a seguir: La integridad, la ética del trabajo y la pasión son contagiosas. Al demostrar compromiso con tus valores y objetivos, puedes inspirar a tu equipo a seguir tu ejemplo. Esto incluye ser puntual, cumplir con tus promesas y mantener un alto nivel de profesionalismo.

Gestión del cambio: En tiempos de cambio o incertidumbre, sé un faro de estabilidad para tu equipo. Comunica claramente qué esperar, cómo el cambio afecta al equipo y cómo planeas navegar a través de él. Tu confianza y calma pueden inspirar seguridad y resiliencia en tu equipo. Cuida el bienestar de tu equipo: Muestra interés genuino por el bienestar de tus miembros, tanto profesional como personalmente. Esto puede incluir promover un equilibrio saludable entre trabajo y vida personal, ofrecer apoyo en momentos difíciles y crear un entorno de trabajo seguro y saludable.