O que você faz se o líder da sua equipe não tiver as principais qualidades para uma tomada de decisão eficaz?

Once you have identified the specific areas where your team leader may be struggling, you can take steps to help them improve. This might involve offering feedback in a constructive manner, or providing them with resources that can help them develop the necessary skills. Alternatively, it may be necessary to escalate the issue to a higher-level manager if the team leader's performance is having a negative impact on the team's productivity or morale. It's important to remember, however, that addressing these issues should be done in a respectful and professional manner. It's also important to be patient and understanding, as developing these skills takes time and effort.

Fear of accountability/ being held responsible for one's actions, can also be one of the reasons a team leader may be lacking in the decision-making process. Most often than not, these are the type of team leaders who want all of the glory, but none of the responsibility that come with holding a leadership role. It also doesn't help, when the management keeps making excuses for these types of team leaders. Ultimately, this will lead to an organizations demise, because other team members will feel like they have to constantly pick up where the team leader left of.

The inability to make decisions leads to high hidden costs. To understand where this is coming from, ask questions to narrow down the problem area. You can start with questions like: * Which information do you wish to have to make a better decision? * What could be the downside of making a wrong decision? * What would be your desired outcome after we made the right decision? * Which perspective on this situation or topic haven't we considered yet? By asking open questions to the different areas of decision-making, you can easily identify where the issue occurs.

If your team leader lacks key decision-making qualities, communicate your concerns respectfully. Offer constructive feedback and suggest potential solutions. Seek guidance from higher management if necessary. Ultimately, focus on supporting the team and finding ways to mitigate any negative impacts of their decision-making shortcomings.

Promote Collaboration – encouraging teamwork enhances problem-solving. Organise 15min brainstorming sessions and 30min alignments, where team members contribute ideas and solutions. Make sure that everyone speaks up and you just collect ideas and do not evaluate ideas. This not only aids the team leader but fosters a sense of unity and shared responsibility. Beneficial things will happen. Your team senses a feeling of belonging and inclusion into designing their future and your team lead can experience, that they do not need to have the answers to everything on their own. Remember, reinforcing a culture of mutual support and respect is key to a team’s success and can significantly uplift a leader’s effectiveness.

Fostering Collaboration can be achieved in several ways like having brain storming sessions on sharing ideas, asking people how they would decide in such a situation. Asking which information they would take into account to make a good decision. Also implement regular feedback sessions where team members can constructively voice opinions and suggest improvements. This can be structured through anonymous surveys or open forums, promoting transparency and inclusiveness. Encouraging the leader to participate and respond to feedback can further bridge gaps in understanding and improve decision-making. Additionally, celebrating successes as a team reinforces the value of collaboration and boosts morale.

Development or growth needs to happen in the three main areas of work: professional-wise, methodology-wise, and human skills-wise. Supporting decision-making needs growth in methodology and human skills as these two things will improve the ability to collect information through connecting with people, and active listening to gain important information. Both can be improved by training, workshops, and self-learning courses. An underlying key human skill is self-reflection. Encouraging leaders to engage in self-reflection and self-assessment practices can also be beneficial.

To create clarity along your process and be able to fact-based communicate your concerns, I highly recommend to take notes or even journal your experience and input you create. Simply, prepare documentation. 1) Compile a clear, concise report detailing specific instances where decision-making impacted team performance, supported by data and examples. 2) Include constructive suggestions for improvement and potential training or resources that could help. 3) Before approaching higher management, consider discussing your concerns with the leader involved, offering a chance for direct resolution. This approach shows respect and professionalism, aiming for a constructive outcome rather than confrontation.

Prepare to leave the organization. It’s likely you’re unhappy with the direction you’re headed or where the team is going. Few organizations are participative and democratic. Know what you’re fighting for and be prepared to take a big risk.