Here's how you can tailor a delegation plan to individual team members' strengths and weaknesses.

Primeiro você precisa conhecer o perfil comportamental de seus colaboradores, feito isso você precisa se adaptar para falar com cada um deles. É papel do líder se adaptar aos seus subordinados e orientá-los conforme seu perfil Veja mais na minha página, tenho falado sobre as diferenças comportamentais. 𝙅𝙪𝙣𝙩𝙤𝙨 𝙚𝙣𝙭𝙚𝙧𝙜𝙖𝙢𝙤𝙨 𝙣𝙤𝙫𝙖𝙨 𝙙𝙞𝙧𝙚çõ𝙚𝙨! 🚀 📢 @Valter Menezes 👉 @Inovare RH / BPO RH - R&S #rh #recursoshumanos #rhporamor

La formation et l’évaluation des compétences c’est le moment le plus important et cela permet de tracer une roadmap précise des améliorations continues du salarié. En France, chaque formation DOIT être suivie de validation des compétences car Qualiopi

Skills and Expertise: Identify the skills and areas of expertise for each team member. Experience: Consider past experiences and how they relate to current tasks. Preferences: Understand what types of tasks they enjoy or prefer to avoid. Development Needs: Identify areas where each team member needs growth or improvement.

As per my experience, adeptly identifying skill gaps within your team is pivotal for fostering growth and maximizing potential. It necessitates a proactive approach focused on understanding where additional support or development is needed, rather than ascribing fault. For instance, during a recent project evaluation, pinpointing a gap in digital marketing expertise prompted targeted training and mentorship, empowering team members to expand their capabilities. This strategic approach not only enhances individual performance but also fosters a culture of continuous improvement and collaborative success, ensuring the team achieves its full potential.

Quando temos um RH que conversa 100% com a Gestão por Competência, e as competências se comunicando entre si: Técnica, Comportamental e Organizacional, o feedback ocorre de forma natural e abrangente. Porém, quando temos um RH que aplica “gestão” por competência apenas na avaliação de desempenho e no processo seletivo, isso pode gerar ineficiências e atrasos, dificultando a implementação de melhorias e a adaptação às mudanças. Por isso é fundamental integrar a Gestão por Competência em todas as áreas do RH, dessa forma, podemos criar um ambiente de trabalho mais dinâmico e alinhado com os objetivos organizacionais, promovendo o desenvolvimento constante dos colaboradores e da empresa como um todo.

Les objectifs sur la roadmap professionnelle du salarié sont comme les étoiles du plan d’un navigateur. Elles donnent la direction à suivre sur le long terme

Tools and Training: Ensure team members have the necessary tools and training to complete their tasks. Access to Information: Provide access to any relevant information or resources they might need.

L’ajustement des plans de fait au fur et à mesure de la formation et de l’après formation. Créer de nouveaux objectifs Réévaluer Se reinspirer

Progress Tracking: Keep track of how each team member is performing with their delegated tasks. Adjustments: Be prepared to make adjustments if someone is struggling or if tasks need to be redistributed.

Task Breakdown Project A: Market analysis report. Project B: Client presentations. Project C: Marketing materials design. Project D: Scheduling and logistics for an event.

Customizing delegation to your team? It's like being a master chef - you need to know the perfect ingredients for each dish. I start by really understanding my team members. What are their strengths? Where do they struggle? I use tools like skills assessments and one-on-one discussions. Then, I match tasks to individuals strategically. It's not just about efficiency; it's about growth. I pair challenging tasks with support and training. But here's the key: I'm transparent about why I'm delegating specific tasks to each person. It builds trust and motivation. Remember, good delegation isn't about offloading work; it's about empowering your team to reach their full potential.