You're leading a business coaching team. How can you delegate tasks to foster collaboration effectively?

Em uma equipe nem todos possuem a mesma habilidade, existe uma primeira necessidade de se conhecer a habilidade de cada pessoa. Definir objetivos claros, ter um canal aberto de comunicação, promover o compartilhamento de ideias em um ambiente seguro e ter uma ferramenta de acompanhamento dos trabalho (KPI)

Team leaders play an important role in promoting open communication and ensuring that each member's voice is heard, which can lead to better decision making  as well as a positive impact on the bottom line. Everyone has some innovative ideas, and as team leaders, we have to ensure that they are put into action. 

Identify the strengths, weaknesses, and unique skills of each team member. This helps in assigning tasks that align with their capabilities. Create a skill matrix to visualize the expertise within your team. This can help in making informed decisions on task delegation and identifying areas where team members can complement each other.

It's the synergy between team members which works in the long run. One had to communicate objectives to all and how contribution by each will lead to achievement of team goals. Communication with autonomy and resources will help them to figure out how strengths of each can be used to fill potential.

Acompañando en coaching a mandos medios he detectado que la mayor dificultad surge por la poca confianza generada con el colaborador. Recordemos que la confianza se construye con el vínculo. La confianza se gana compartiendo tareas juntos, pidiendo alguna tarea y supervisando el resultado juntos; haciendo pedidos efectivos y evaluando los entregables juntos. Es decir, la decisión de delegar es el resultado conjunto entre quien pide y quien ofrece; entre el líder y su colaborador. Uno de los líderes que coacheo ha aprendido durante años, que *involucrar* al colaborador en los resultados de las tareas delegadas es la mejor inversión para ganar confianza mutua y celebrar grandes logros.

Before setting roles and responsibilities, we all assess team strength and willingness and then set SMART (specific, measureable. achievable, reliable, and time-bound) KRA with a periodic review. 

Define clear, specific, and achievable goals for each task. Ensure that everyone understands the objectives and how their work contributes to the larger team and business goals. Involve team members in the goal-setting process to create a sense of ownership and commitment. This can also lead to more realistic and achievable goals.

La mejor estrategia para delegar tareas y que se cumplan adecuadamente es: selecionar a los colaboradores de acuerdo a competencias blandas y capacidades, delegar la responsabilidad de las decisiones a tomar con relación a la ejecución de la tarea, supervisar, corregir y principalmente, enseñar, ambiente laboral favorable.

Basically the ASK has to be clear. If you’ve not communicated your ask at the time of delegating a tasks to your team, the desired results may not be achieved. Hence, effective communication, clarity of output is needed to be given in order to achieve a goal.

A la hora de establecer objetivos es muy importante argumentarlos de manera tal que el equipo los vea alcanzables y que perciba que el esfuerzo viene compartido de arriba hacia abajo. Una simple bajada de mayor productividad que no va acompañada con mejoras en procesos, productos, incebtivos, etc. no suele tener el impacto deseado y termina confluyendo en resultados engañosos y cortoplacistas.

Delegating task effectively to foster collaboration in a business coaching team requires a blends of clarity, empowerment and communication. Few points how to approach. 1) Understand Team Strengths. 2) Set Clear Objectives 3) Encourage Collaboration 4) Empower Team 5) Provide Resource and Support 6) Collaborative Culture 7) Monitor Progress By implementing these strategies you can delegate task and get the job done but also builds a stringer and collaborative team.

Give team members the authority to make decisions related to their tasks. Trust them to manage their responsibilities and provide the support they need to succeed. Encourage team members to take initiative and explore creative solutions. This can lead to innovative approaches and a more dynamic work environment.

When you hire the best talent, you have to allow them to do what they are good at. Having skilled employees do what is already set and been done for a while is not going to get you different results. Trust your hiring team and highly skilled employees.

Il est possible aussi d’utiliser le concept de “motivence” qui est un croisement entre l’évaluation de la motivation et la mesure de la compétence. La délégation sera optimale dans un contexte de forte motivation et forte capacité.

Déléguer ne signifie pas abandonner le contrôle. Il est important de donner aux membres de l'équipe la liberté de prendre des initiatives et de faire des choix tout en restant disponible pour offrir des conseils et du soutien au besoin.

Establish open channels for communication to facilitate collaboration. Encourage team members to share ideas, provide feedback, and ask for help when needed.

This is possible when team members feel safe physically and psychologically. Alan Mulally the former CEO had a tough time getting the right reports from his top executives about the progress of the work because the team members thought, expressing the truth would get them fired . Everybody reported that everything was fine yet the company was in losses of millions of dollars

La comunicación es clave, pero sirve cuando es autentica, programar espacios de comunicación estructurados y rutinarios no suele ser el mejor camino. Crear espacios de comunicación abierta y sincera suele ser mejor valorado por los recursos e impactar en las relaciones de confianza a largo plazo.

Considero importante ser muy claro y conciso al explicar las tareas, los plazos y las expectativas. Asi se evitan mal entendidos y dificultades en el alcance. Así mismo asegurarnos de que los miembros del equipo sepan que pueden acudir a ti si tienen dudas o necesitan apoyo. Que no están solos en este proceso. Y algo que considero muy valioso es ofrecer retroalimentación regular y constructiva para ayudar a los miembros a mejorar su desempeño. Fortalecer lo que se hace bien y atender las oportunidades de mejora.

Right resources and tools improve efficiency, consistency, confidence in the individual, and helps in focusing on strategic thinking.

Los "Recursos Neesarios" no siempre se ven de la misma manera desde ambos lados del escritorio. Es importante dejar en claro el concepto de "necesarios" que no siempre coincide con los ideales o aspiracionales de cada uno.

What is measured is remembered . Even the best performers do not perform when there is no accountability. So monitoring results is a must

Sadly most employees feel disassociated with the company and its vision. Relevant key indicator points are required to measure performance. As stated by Peter Drucker: “If you can measure it, you can manage it”.

Another important role has self-evaluation backed up by management assessment. Some people find appreciation within themselves and some search for it outside. Between these two categories there is the middle category of people who need both inside appreciation and outside validation of a work well-done. Hence, self-evaluation can also be considered in this step.