What do you do if your delegation is ineffective and emotional intelligence can help?

Assess delegation: ? Identify inefficiencies or breakdowns ? Understand emotional dynamics Utilize emotional intelligence: ? Practice self-awareness ? Foster empathy ? Strategise communication for effective feedback ? Build trust authentically ? Address conflicts constructively Enhance delegation effectiveness: ? Re-clarify roles, responsibilities, expectations ? Provide support and resources ? Encourage open communication ? Recognize individual strengths Monitor and adapt: ? Assess effectiveness regularly ? Adjust strategies based on feedback ? Continuously develop emotional intelligence

1. Perform a self-assessment to evaluate if you have communicated effectively. 2. Refrain from blaming the individual you have delegated tasks to. 3. Reevaluate the process you delegated to ensure it is clear and contains all necessary information. 4. Realign the information with the individual you delegated the task to. 5. Adjust the monitoring and follow-up process.

If your delegation is ineffective and emotional intelligence can help: there are four pillars to understand. 1. Self awareness 2. Social awareness 3. Relationship management 4. Self control Once these are mastered and feedback is implemented with a coach or a mentor then you can fill the gaps. Which is key ?? to growth and development. Sometimes we are blind sighted as to what is working and what is not.

Melhorar a delega??o come?a com a autoanálise da sua inteligência emocional, focando na compreens?o de como suas emo??es influenciam decis?es e comportamentos, e no desenvolvimento de empatia pelos membros da equipe.

Emotional Intelligence also plays an important role in managing any conflicts or challenges that arise during delegation. In my experience, if I feel my strategies are ineffective, I foster open and honest dialogue, address concerns promptly, and offer constructive feedback and feedforward to promote growth and development. Begin with prioritizing clear, honest, and transparent communication when delegating tasks. My advice - Articulate expectations, deadlines, and desired outcomes while also ensuring that team members feel empowered and supported. Utilize active listening to understand their concerns, strengths, and preferences, adapting your approach accordingly.

Communication is key. When you are able to communicate effectively with your team without looking for fault I think your team will listen and it will be a win win situation.

Poor execution on tasks often comes down to ineffective communication and delegation from management. Leaders need to understand their team and know how they prefer to receive information, and need to know what motivates them. The old school "do what I say" attitude simply does not work in modern day. Team members need to understand the why behind the ask - and importantly, they need to know that you understand the challenges they may face, and that you are open to discussing paths forward as they take on the task(s) at hand.

Communication is crucial in every situation as it enables us to connect with others & comprehend their thoughts, feelings, perspectives, & opinions. All of these elements contribute to a delegation's collective response. Biggest challenge arises when our emotions block our thinking. 1st step towards effective communication is to identify if we are triggered, understand how our emotions are affecting our thinking, & regain control. 2nd step is to listen empathetically to understand others' emotions & perspectives. Finally, communicate in a way that makes sense to the listener, identify the gaps in understanding, & clarify the next action. Remember communication is two-ways, the message needs to be received & understood to be implimented.

Communication with EI involves not primarily WHAT you say, but it's about HOW you say it. There are entire cultures, more eastern in nature, that communicate more indirectly and effective leaders of the culture know how to feel a room, feel a conversation, feel a statement. Western, direct cultures need to have this ability to understand indirect communication if we really want to succeed in our relationships long term

Empathy allows us to step into someone else's shoes & comprehend their emotional state, concerns, fears, & areas of disagreement. Only through such understanding can we connect with them & help them see our perspective It's important to note that empathy is intended to help us learn about others. We must connect with them to understand them without prejudice, bias, or personal agenda Sometimes, people worry that being empathetic will make them overly compassionate & affect their ability to make tough decisions. However, empathy not only encourages helpful behaviour but may also lead others to help us when they experience empathy Therefore, empathy plays a critical role in planning the next steps, especially when a delegation is ineffective

It’s important to recognize the emotions, thoughts, and situations of those you are delegating to. That can help choosing the right person for the task, considering their workload and stress levels. Also, providing support. For example, showing that you are available to help and that you trust your team. Offering support without micromanaging can boost confidence and efficiency.

Empathy is one of the most powerful and yet misunderstood skills. The majority of what we think is empathy isn't really empathy. True empathy involves listening to identify the emotion being expressed and then validating the emotion. To do these effectively, we must also reserve judgment and try to see things from others' perspectives.

Para cada pessoa, uma forma de rea??o, somos únicos, ent?o n?o podemos esperar rea??es e atitudes iguais. Saber ouvir e processar a devolutiva das intera??es humanas é uma virtude que só adquirimos quando nos dispomos a fazer pelo outro o que gostaríamos que fizessem a nós mesmos... Sempre considerando as circunstancias de cada situa??o, agindo com respeito e responsabilidade para com a saúde mental das pessoas.

Empathy can be further enhanced if we take the psychological route. The psychological aspects of human behaviour such as understanding the stressors (physical, environmental, social) can be really helpful. Self assessment will highlight the self awareness levels around what exactly is making the individual underperform. Acknowledgement vs denial can be tapped here. SMART goals along with a coach/buddy will help in systematic progression

People are different! And for that so, your delegation way must be different as well. So after you identify your team profile and all the kinds of personality, you can make the correct kind of delegation process and way according to the employee you want to delegate a task

This really depends on what the issue is. Since emotional intelligence is stated, then the questions to ask could be: Is delegation ineffective because of how you are speaking to the person that the task is being delegated to? or is it because the leader/employee relationship is not good and therefore there is a lack of willingness to do what needs to be done? If the issue lies in one of these, then the issue begins with your level of self-awareness and also how effectively you navigate social awareness. How do you "show up" in interactions? Do you know?

Emotional intelligence involves being adaptive and limber! Situations will often change and people’s circumstances will too. Use insights gained from EI to redirect focuses on different strategies to ensure everyone feels validated and heard. The result will be exponential.

Adapt and evolve in a work is important, because if you team are adapt to the tasks, tools and the place, they can evolve and do a best project.

Cada vez es más claro lo importancia de la adaptación, la flexibilidad que como seres humanos podemos desarrollar, todas las situaciones son diferentes, las personas de nuestro equipo son diferentes y estan en diferentes momentos profesionales y personales, por eso la observación del contexto y del lenguaje no verbal es impresindible. En el proceso de asegurar el proceso de delegar, también es importante que ayudes a tu equipo a identificar su nivel de expertiz y desarrollen un plan de crecimiento y desarrollo para ser cada vez más seguros de sus competencias.

Feedback can be used as a way to enhance delegation! Delegation is often times very fruitful. However the feedback can give insight on what is working and what is not working. This supports continuous development and growth.

Feed back loop is important because know how is going the delegate work and if there is a problem encounter a solution and follow with the work.

La retroalimentación es la actividad más frecuente que utilizamos para asegurar avances en el equipo, mediante el feedback asegurar la comprensión de lo que se hizo bien y hay que seguir haciendo, lo que no dio resultados y lo que hay que mejorar, es importante saber que la retro es un mecanismo de crecimiento y que antes de tener esta sesión, debes cuidar el manejo de tus emociones, no puedes hacer o decir algo porque molestia y te arrepientas después.

Effective leadership involves establishing a feedback loop to empower delegation. It's essential to encourage team members to provide honest feedback on the delegation process, identifying both what works and what doesn't. This approach not only drives continuous improvement but also strengthens team trust and commitment, making them feel valued and heard. Regular feedback meetings are not only an opportunity to recognize individual and collective achievements but also to address any ongoing concerns. By fostering an environment of open communication and mutual support, an organizational culture that promotes team growth and continuous development is established.

Offer support and guidance to your team members throughout the delegation process. Be available to answer questions, provide clarification, and offer assistance as needed. Use your emotional intelligence to provide feedback in a constructive and empathetic manner, recognizing their efforts and addressing any areas for improvement sensitively.

How can we meet your #expectations if we do not talk about them? How can we know what expectations we are willing or not to meet if we do not open mobilizing #conversations to adjust the expectations of each one of us? How can we walk in the same direction if we take the #direction and its expectations for granted?

I agree, it is essential to keep your emotions in check by setting realistic expectations for the outcomes of the tasks you delegate. Would also add, be willing to adjust your delegation style based on feedback and outcomes, showing flexibility and resilience.

Assessment should be made of what went wrong in delegation. Were the expectations not clearly set? Did we delegate too much work to a colleague having not the right skill-set or experience level to carry on the delegation? Were there some personal issues involved on the part of the other person? Were the timelines too tight or did a new technical/project-related issue come up? Getting to the root cause of the problem instead of squarely blaming the other person will help both the parties.

When delegating tasks it is essential to specify what the expectations are, otherwise the results of the work can be frustrating for both of you. As a leader you must be very precise about why you need the task to be carried out and how that fulfillment can positively influence the way the team members feel. Tranquility, satisfaction, security, comfort, belonging are some emotions that you can use when delegating. For example, "would you like the team to feel calm when you perform that task?" Yes of course.

Interesting bit of advice a VC investor told me the other day about most people's success. 1) If you pursue what you love to do, it does not guarantee you are (or will ever be) excellent at it. 2) You'll go further if you focus on the things you are uniquely great at. Spend 85 percent of your time developing strengths and 15 percent on weaknesses. 3) People think and feel they are so busy. At the end of each day reflect on the question "what did you truly accomplish?" vs. "what things you did".

Considero importante recordar lo fundamental. Siempre será mejor "prevenir que curar". En este sentido y desde mi experiencia, la elección del delegado debe involucrar a los equipos, quien delega propone opciones de candidatos; que se encuentran al interior de los equipos, y los equipos eligen. De esta manera la posibilidad de error disminuye sustancialmente y se empieza la nueva etapa de la mejor manera. Saludos!

When a manager delegates, she/he needs 1. to make sure that the subordinate understands the concept of the task or responsibility, i.e. what are the dimensions that will define the impact of the completed task or responsibility. 2. to create space where the subordinate person can play her/his strengths.

Es crucial examinar lo que hay detrás de este problema. Puede ser de utilidad: ? Admitir tu error con humildad, pero sin culpa. ? Analizar qué es lo que no está funcionando, considerando problemas como falta de claridad en expectativas, comunicación deficiente o problemas de confianza. ? Brindar entrenamiento en habilidades de delegación, incluyendo métodos para establecer metas, asignar responsabilidades y comunicar expectativas efectivamente. ? Promover un ambiente donde la comunicación sea abierta y transparente, alentando a los miembros del equipo a expresar preocupaciones y ofrecer retroalimentación constructiva.

If I know my delegation is ineffective, I'd first give space to that ineffectiveness. Meaning: I'll let it tell me the info which it's here to deliver in terms of what mistakes I made and why! Then I'll try to understand how much role was played by the other people (to whom I delegated) in those mistakes, along with me. Once I have that understanding, I'll talk to those people. I'll create an objective representation of the challenge at hand so that them and I can view it factually, without taking anything personally. Throughout the discussion, I'd make sure that space remains maintained. On the basis of the new discoveries received in that discussion, I'd take the next steps.