Your team is facing conflicts. How can you delegate tasks for a smoother resolution process?

Do a root cause analysis to identify the context and cause of the conflict. You can do this through surveys and one-on-one sessions. Be curious to know the pain points of the team regarding the conflict and how it came to be.

Saber delegar tarefas é uma ação importante para todos os gestores. Entretanto, não basta sair delegando sem antes avaliar a causa raiz do conflito. Portanto, sugiro que o gestor faça um levantamento minucioso das causas que geraram o conflito. Para isso, o mesmo precisará ter uma escuta ativa e utilizar ferramentas como Diagrama de Ishikawa ou Gráfico de Pareto para então definir as estratégias para resolução do conflito. Somente após avaliação da causa raiz, é que as tarefas poderão ser delegadas para a equipe, devendo sempre ser monitoradas as ações.

One of the best tools that serve in goals prioritization is Eisenhower time matrix model. This tool is found to be extremely effective for that purpose, even for the personal or life goals. It serves to solve the commonly mistaken belief that urgent tasks are considered important, which in fact is not the case. Not all urgent tasks are important. I believe that if this tool is used in goals prioritization, many of the work conflicts will be handled smoothly.

Be observant of the team goals and ensure the delegation process is alignment to the objectives. Communicate how the delegated tasks will contribute to the collective goals and what roles each person they've been delegated to plays.

Delegar tarefas de forma eficaz é essencial para um processo de resolução mais tranquilo. Primeiro, identifique tarefas que podem ser realizadas por outras pessoas, permitindo que você se concentre em atividades estratégicas. Escolha colaboradores com habilidades adequadas para cada tarefa, garantindo que eles tenham os recursos necessários. Comunique claramente as expectativas e prazos, promovendo um ambiente de responsabilidade e transparência. Monitore o progresso regularmente e ofereça feedback construtivo. Confie na capacidade da equipe e evite a microgestão. A delegação eficaz alavanca o potencial da equipe, melhora a eficiência e reduz o estresse geral no processo de resolução de problemas.

Often we observe that one or a few team members are responsible for most of the tasks. This can be due to lack of trust or underlying issues with scopes of work. We first ask underutilized team members what tasks they feel confident in taking on, considering both skills and time. We will also ask high-performing team members what they are comfortable with giving up, explaining that we want to best utilize their skills. If there are reliability concerns, a reminder that we always provide buffers in finances and time is beneficial. If there are concerns regarding scopes of work, often job descriptions being updated (after interviewing employees and executives) will help resolve the conflicts and make task delegation more clear.