Here's how you can maintain control and accountability while balancing delegation in your role.

Choose the right tasks. Clear communication. Provide support. Prepare a RASCI. Establish ownership. Delegate. Establish clear methods for monitoring progress, like reports, project management tools, or milestone updates. Recognize and appreciate successful task completion. This reinforces positive behavior and motivates continued accountability.

1. Set processes and talk about maintenance of the processes. Example - Daily sync up and updates. 2. Don't impose authority on someone - people don't like it, they only respect you when you inspire them. 3. Ensure clarity when tasks are delegated and ensure follow up and verification if no one faces blockers. 4. Be strict. Never be rude. Rudeness is negative and is never accepted. Strictness with positivity, brings discipline and adds to the culture. 5. Stand as "one team" for "one goal" always regardless of roles and responsibilities. Man first - title later.

Understanding the strengths, weaknesses, and roles of each team member is crucial in effective delegation. Match tasks to individuals based on their competencies and growth objectives. This ensures that you're not just offloading work but also investing in your team's development. By being aware of who is best suited for each task, you can delegate with confidence. Each assignment becomes an opportunity for team members to excel and grow. Delegating with a clear understanding of roles helps maintain control and accountability while empowering your team.

As a Practice leader, I have established a "roles and responsibility" criteria for each role. I take the time to speak with each team member and explain their role and expected responsibilities. Then I ask them what they want to achieve in their career so that I can match or add that to them specifically. This is one of the best ways to engage them as this boosts the team members' morale. After this, it is important to keep a form of communication open. I schedule informal catch-ups. like 30-30, a 30-minute meeting/coffee/tea every 30 days as a check-in. In short, as a leader - invest in your people and provide clear responsibilities where you can incorporate their goals. This not only drives morale but also empowers team members.

While setting clear expectations is crucial for accountability, it's equally important to ensure that delegates fully understand these expectations. To achieve this, leaders should confirm understanding through feedback, provide detailed written documentation, schedule regular check-ins, encourage open communication, and offer necessary training and support. By doing so, leaders and delegates can stay aligned, leading to better outcomes and more effective delegation.

Create a framework for your team to incorporate roles/responsibilities and tasks/projects. 1. Establish a structure to collect input and reviews. 2. It may be good to work together with your team member to establish SMART goals. Have Specific Measurable, Achievable, Relevant, & Time-bound goals. 3. Give the team member a platform where they can drive consensus and communicate on their tasks/projects. 4. Empower them by providing training or mentoring in areas they want to succeed in or areas the project needs to improve in. This framework can be expanded to meet each project's needs and team members' interests. It will help team members build new skills or strengthen existing skills.

Microgest?o nao funciona. N?o faz sentido n?o empoderar a equipe. Mas, isto n?o significa largar a equipe. Você, como gestor, experiência e vis?o estratégica que devem ser compartilhadas com o time. E o time tem que ser capacitado para se sentir seguro de assumir a tarefa e atingir a vis?o esperada. Lembrando que errar faz parte. Em resumo: empoderar o time, ter a vis?o clara da estratégia e objetivos e capacitar (quer seja com seu coach ou com treinamentos formais) para que a equipe desempenhe a fun??o, cres?a, tenha ownership e o resultado seja potencializado.

Empowering teams is not only about giving a team member a task/project to manage, it is also about enabling and building their confidence to do their role. Build the team member's confidence by having them drive meetings and manage other resources. It takes time for one to feel empowered. If you contradict a team member's decision, give them factual reasons why and how it can be done better. Make sure to tell them their effort was good however, this is what the task/project needs. Do not shatter their confidence in being able to make decisions. Please keep open communication to guide them.

1. Empowerment goes hand in hand with delegation. Give your team the autonomy to make decisions within the scope of their responsibilities. 2. This not only builds their confidence but also relieves you from micromanaging every detail. Trust is a two-way street; showing trust in your team's abilities encourages initiative. 3. When team members feel trusted, they are more likely to take ownership and deliver results. Empowering your team enhances accountability while allowing you to maintain control over the broader objectives.

Build individual and team reflection into your plan and team environment. This will help with monitoring outcomes and building accountability in your team culture.

Leading with flexibility is like navigating a sailboat. You need to constantly adjust your sails based on the changing winds and conditions. If one tactic isn't working, don't hesitate to reevaluate and tweak your approach. This might mean redistributing tasks, offering more help, or even taking back the helm for a bit to steer the project back on track.

1. Regular reflection on the outcomes of your delegation strategies is vital for continuous improvement. After a project's completion, analyze what worked well and what didn't. 2. Use these insights to refine your approach to delegation. This process helps ensure that you maintain control and accountability while fostering growth within your team. 3. Continuous evaluation and adjustment of your delegation methods build a culture of responsibility and improvement. Reflecting on outcomes helps identify areas for better alignment and more effective delegation.

When I do not see my team members feeling empowered, I adjust my delegation strategy with them. Not everyone operates or learns the same. This is a key reason why it is important to understand your team members' aspirations and goals. By understanding their learning & working style and taking their input, a leader should revisit how to enable them to take control and accountability. Hold 1 on 1's to give open feedback and discuss how to improve. Customize the delegation tasks based on their skills and make them feel inclusive. Afterall, it is that team member's career growth.

It is important to consider how individual team members are motivated or inspired to achieve their goals. Always take the time to speak to them about how things are going, what they would like to do, and how it could tie into what is asked of them. If there is no way to tie into their goals(at the moment) then be honest and clear that at this the opportunity cannot accomplish their goal but you can work together to incorporate it in the next. Show you care and want to invest in your team whether with empathy, financial, or career growth potential.