Was tun Sie, wenn Sie Ihre Führungsqualitäten durch Delegieren verbessern wollen?

Believe that each of us have unique talents and strengths. Tapping into this will curate trustworthy teams that will be key to bringing success to projects. Growing the team and succession planning creates a healthy balance within the leader and the team. Resulting in personal growth and productivity increase. Delegation is always based on the believe and trust that the team will be able to deliver. Mentoring them towards this will not only help the team manage greater tasks but also makes the team stronger together.

One of the most consistent workplace processes I see is the group digestion of blame. This can take some time and is often left unprocessed without integrity. With integrity means taking responsibility but also allowing others to do the same. Moreover, after the blame game is tacitly and emotionally concluded, the original problem may still exist. I have learned it is critical to let go of right and wrong, who to blame, and focus on the original problem as a team. Taking on a thought or an emotion of blame, is just that, a thought or emotion. Taking on the actual problem is the work to be done.

I prioritize understanding their language, concerns, and points of view. Internally let go of the storyline (emotions and thoughts) with kindness to allow deep listening. Once I understand, I paraphrase and offer solutions. It is important to recognize their effort to avoid or get what they want is a common reactionary strategy when handling difficult emotions.

Having periodic roundtable conversations in the team, to institute feedback for everyone (including the leader) is a very healthy attribute of the team. - Feedback will widen your perspective towards solving problems. - Having openness towards sharing feedback will build trust in the team. - The roundtable effect will share a feeling of equality among team members and make everyone feel valuable for constructive criticism.

In my experience, a boss only delegates. A leader knows this and also has emotional intelligence. Situation: an employee was managing up. Task: allow the employee and manager to discuss this openly with facilitation. Action: present the idea to both parties to see if they are willing; and Result: a self-created solution between them is the strongest outcome.