What do you do if your team needs guidance but also autonomy?

Erwartungen k?nnen nur erfolgreich sein, wenn wir es verstehen alle Mitarbeitenden auf einen "gemeinsamen Nenner" der Zusammenarbeit bringen k?nnen. Angefangen über den Abgleich von "Wording" über die Art der Aufgaben- Kommunikation, Kollaboration, Arbeitsabl?ufe und bis hin zur Dokumentation & Wissensaufbau sollten eine gewisse "Standardisierung" erfahren. Noch immer werden unterschiedliche Herangehens- weisen und Abl?ufe in der Zusammenarbeit zugelassen. Die eckfeiler eines effektiven Managements sind die drei Ebenen der Zusammenarbeit Mensch, Bew?hrte-Methoden und Technologien bestm?glich smart zu verknüpfen. Nur so k?nnen wir optimierte Aufgabenabl?ufe ohne Medienbrüche, Missverst?ndnisse u. Reibungsverluste Stressfrei sicherstellen.

Guiding your team in the right way is what a good leader should do but also giving space for self-growth and free expression of ideas is an important thing. There should be a limit for guidance after that leaders/managers should let their team work independently and figure things out on their own. One cannot learn how to tackle situations until they're facing one such situation. At the workplace, independence and freedom of expression are very important for the growth of employees.

Eu penso que orienta??o e autonomia s?o quest?es que andam paralelamente e n?o se anulam. Orientar o time sobre a estratégia e participar com sugest?es em rela??o aos momentos de execu??o fortalecem os elos de confian?a e escancara ao profissional sua liberdade. Vá e fa?a com que o seu potencial criativo e analítico surfe pelas ondas da autonomia e que os resultados sejam o reflexo do seu modelo de gest?o

If your team needs guidance and autonomy, first clearly tell them what the goals are. Give them the freedom to make decisions on how to meet those goals. Check in with them regularly to see how they're doing and to offer help if they need it, but let them do their work without interfering too much. Encourage them to talk openly, trust them, and provide the tools and training they need. This way, you guide them while letting them work independently.

Building trust with your team is a key element of generating success. Setting goals that are challenging yet achievable allows your team to stay focused and motivated. This will also result in a higher number of collaborative efforts, encouraging growth not just individual but collectively! Delegating tasks that aren’t the easiest to your team gives them a sense of responsibility but also makes them feel like you believe in their abilities to complete the task- even the ones that might be harder to accomplish.

Pour faire grandir les personnes, il faut les responsabiliser, leur permettre de se confronter pour envisager les possibles et les laisser agir, voir se mettre en difficultés pour mieux accompagner les initiatives.

A confian?a é a base de uma equipe forte. Como líder, é essencial priorizar a capacita??o dos liderados para que alcancem autonomia e excelência. Isso envolve oferecer um treinamento de qualidade e, além disso, participar ativamente das atividades, demonstrando como fazer antes de exigir. Essa abordagem cria um ambiente de confian?a mútua, permitindo que os liderados cres?am e se destaquem em suas fun??es, resultando em maior entrega e satisfa??o no trabalho.

Building trust with your team is fundamental to granting autonomy and fostering a positive work environment. Trust is cultivated through open communication, transparency, and consistency in actions and decisions. When team members feel valued and respected, they are more likely to demonstrate accountability and initiative. Effective leaders empower their teams by providing clear goals, resources, and support while allowing autonomy within defined boundaries. This balance of trust and autonomy not only enhances team productivity and innovation but also strengthens relationships and contributes to overall organizational success. By prioritizing trust-building behaviors, leaders can create a culture of empowerment.

One can get the best out of an individual if trust is being reposed in the individual and he / she is made accountable. If a Manager wishes to make his / her team a world class team, it is quite imperative that he / she must give autonomy to the team after assessing their strengths and make them accountable for their deliverables. This not only will infuse a sense of responsibility in the team but also make them confident about the manager imposing trust in them. This behaviour shall trigger a sense of ownership and performance in the team and will encourage them to give their best efforts.

Il faut suite aux attentes et aux interrogations de son équipe, pouvoir fournir les bons outils, fournir les bonnes informations qui correspondent aux attentes, ne pas hésiter à investir dans des plans de formation pour que son équipe soit formée

Equip your team with the necessary resources, tools, and support they need to accomplish their tasks autonomously. This could include training, access to information, or any other resources necessary for success.

In WeYield's approach, we do not train on the tools we install because I consider that participating in training is not very effective: there is too much information removed from the customer's field. And when he returns to his office, alone in front of the tool, he must try to implement it alone (or even by contacting support). We will prefer the approach which consists of taking charge of the application in the daily context of the customer and starting to address one of the problems encountered. This gives it an instant response and improves appropriation of the tool.

Ce que j’aime faire c’est donner une mission et laisser la personne trouver ses propres ressources et probablement faire des erreurs c’est pour moi la meilleure fa?on d’apprendre

Many a time in order to meet deadlines we as supervisors forget this and instead provide answers. This does not facilitate learning in the staff. To bring this a step further you can also consider removing resources from the onset and provide questions to be answered, then organise a review session on the resources that the staff has gathered after a week or two. This will help cultivate resourcefullness and independence, both of which would be useful attributes in the long run.

Uma equipe só consegue ter resultados incríveis e sustentáveis se houver um ambiente colaborativo, onde todos os membros possam dar suas opini?es sem censura, compartilhar suas experiências sem medo e ter autonomia para atuar de forma independente, contribuindo assim para um aprendizado constante e evolu??o coletiva. Para que tenhamos uma equipe colaborativa precisamos entender que se trata de uma jornada, onde todos os dias precisamos valorizar as ideias e opini?es de todos, construindo assim um ambiente onde haja confian?a plena e fique claro que a equipe é como um quebra-cabe?a que precisa de todas as pe?as para formar o todo. E que neste processo possamos entender também a importancia da diversidade para a melhoria contínua.

Collaboration is more than just a word in any team dynamics. In any core functions of a team, we can't fly alone. We need great inter & intra personal collab within our team as well as externally. A good working relationship amongst peers of different roles within a department is key as we rely on one another to deliver expected outcomes of a department. Besides, good support from internal & external stakeholders such as other departments, authorities and customers are also essential to ensure company goals are met and compliances are never compromised. All in all, collaboration is truly essential. An attitude of ' I know everything' ' I don't need your help' or ' I don't like to work with him or her' will result in a team that will break

Die Regeln einer Zusammenarbeit! Alles was "funktioniert" ist erst die Folge eines intakten Ablaufs. Siehe aufgestellte "Regel" im Sport, Beruf, Technologie etc. Die Zusammenarbeit in Teams werden heute noch eher "locker" gehandhabt, wodurch sich unterschiedliche Sichtweisen, Arbeitsweisen somit eine gewisse "Wildwuchs in unserer Zusammenarbeit entsteht. Die Komplexit?t der heutigen Zusammenarbeit ist nur zu l?sen wenn auch die Mitarbeitenden sich Bew?hrte Methoden der Kollaboration Annehmen. Denn eine gelungene Zusammenarbeit erm?glicht das wir alle an einem Aufgabenstrang ziehen k?nnen, unabh?ngig vom Bildungsniveau, Alter, Lokalit?t etc. Die modernen L?sungen sind die Brücken und Garant zwischen Autonomie & Kollektive Zusammenarbeit.

Collaboration is indeed the cornerstone of effective teamwork. Encourage open communication and mutual respect among team members. Foster a culture of trust and camaraderie where team members feel comfortable sharing ideas, asking for help, and supporting each other. Recognize that everyone brings something unique to the table, and encourage collaboration by leveraging each team member's strengths. Ensure that communication channels are open and accessible to all team members. Recognize and celebrate team achievements as a collective effort. Highlight the contributions of individual team members and acknowledge the importance of collaboration in achieving shared goals.

Encouraging collaboration fosters a dynamic balance between guidance and autonomy within your team. Create a culture where team members feel comfortable sharing ideas, seeking input, and working together towards common goals. Facilitate open communication channels, such as regular team meetings or collaborative platforms, to promote idea exchange and collective problem-solving. By fostering a collaborative environment, you empower individuals to leverage each other's strengths while still maintaining autonomy in their respective roles. This collaborative approach not only enhances creativity and innovation but also strengthens team cohesion and effectiveness.

Keep track of the team's progress towards their goals and objectives. Monitor key performance indicators and milestones to ensure they stay on track and make adjustments as needed.

I learned early in my career, that self progress monitoring works well. Creating a reporting template that clearly sets time based objectives as within weeks accumulated to months, then quarters, then mid year and then to full year made it very practical and simple for everyone in the team. The check in was a weekly, monthly, quaterly team meeting. And a half year, and yearly individual meeting.

One mistake I see happen fairly often, is that a manager will go hands-off to quickly. They put their team in places to succeed, provide resources and then fully step back to make sure they aren't "micromanaging". Unfortunately, this can shock a team in a negative manner. To much autonomy with to little direction. Make sure that your team never feels alone. Even if they are crushing it, you should always be near as their manager.

Structure the reporting system one by one, but keep it flexible. Require team members to present weekly reports on their tasks and accomplishments. This gives you the chance to control their activities while they are operating without direct supervision, and also gives them the same degree of independence in how they accomplish their work. Use project management platforms like Asana or Trello where team members can post their progress. This method allows seeing project phases providing a clear individual contribution and without control function. Considered approach balances being on point and empowering team members through channelling their responsibility and creating a trust.

Fomentar la motivación es la clave de todo, la que nos permite mejorar y querer formarnos, un líder de equipo.debe saber motivar, ya que de eso depende el buen funcionamiento de la organización.

Construa junto com a equipe uma cultura de autonomia, dê feedbacks , fa?a ajustes, segue orientando e deixando que eles mesmos adquiram sua própria autonomia, observe os pontos fortes e fracos de cada um, estimule o desenvolvimento, capacite, delegue tarefas aos poucos e vá buscando o equilíbrio na rela??o , transmita o que sabe respeitando os limites de cada um, com cuidado. Em um trabalho estruturado, definido, o resultado sempre vem e assim a autonomia acontece de modo natural e fluído, e o processo de trabalho seguirá o curso correto e esperado em cada a??o e cada atividade, haverá uma tendência maior de fazer o que é certo o que se traduzirá num padr?o de crescimento contínuo para toda equipe.

Adjusting your management approach as needed is crucial. In practice, this means being responsive to team members' performance and feedback. Autonomy works differently for each person: while some thrive with more freedom, others might need additional guidance. Being flexible and tailoring your leadership style to meet individual needs not only helps each member reach their full potential but also strengthens the collective success of the group.

Adjusting as necessary is essential for effectively managing the balance between guidance and autonomy within your team. Stay flexible and responsive to changing circumstances, adapting your approach based on evolving needs and feedback. Regularly assess team dynamics, individual strengths, and areas for improvement to identify opportunities for refinement. Be willing to modify expectations, provide additional support, or reallocate resources as needed to optimize performance and foster autonomy. By remaining adaptable and open to change, you empower your team to thrive in dynamic environments while still providing the necessary guidance to steer them towards success.

Nothing is perfect. Plan is a plan, adjustment to achieve goals is a common practice in every small and giant company. Providing a correction for better results contributes to a successful execution of a plan.

Absolutely, staying flexible and responsive is crucial in managing the balance between guidance and autonomy within a team. As circumstances change, it's essential to adjust your approach accordingly. This adaptability allows for better support of your team's evolving needs and helps maintain a healthy balance between providing direction and allowing autonomy. Regular assessments, open communication, and a willingness to make changes as necessary are key to fostering a productive and empowered team.

Autonomes Arbeiten ist für die Entwicklung von Mitarbeitenden und Teams und letztendlich auch für den Erfolg eines Unternehmens von entscheidender Bedeutung. Eine gute Führungskraft zeichnet sich dadurch aus, immer nur soviel Anleitung und Hilfestellung zu geben wie notwendig. Zumeist gibt es auch nicht nur einen Weg der zum Erfolg führt, durch autonomes Arbeiten entwickelt sich oft eine Kreativit?t die zu besonders guten L?sungen führt. Eine zu enge Führung und ein zu starkes Anleiten unterbindet das zumeist. Nur über autonomes Arbeiten kann eine Selbstst?ndigkeit entwickelt werden, die sp?ter auch den Unternehmenserfolg f?rdert.

From my perspective, every team operates in a similar manner. Each team requires both guidance and the freedom to operate independently in order to grow and accomplish their goals. Drawing from my own experiences, it's crucial to establish clear expectations and empower teams to work autonomously. This approach not only fosters autonomy but also facilitates progress towards objectives. When this dynamic is achieved, remarkable outcomes occur. The underlying principle is that while guidance is endless, steering teams towards autonomy yields remarkable results

A manager's presence can often be undervalued, yet it's one of the most impactful aspects of their role. "Leadership is not just about giving energy... it's unleashing other people's energy." - Paul Polman Consider a project manager, Emily, who always keeps her door open for her team. When a deadline was looming, and the team felt overwhelmed, they knew they could turn to her. Emily listened, provided guidance, and helped redistribute tasks to ease the pressure. Her availability not only resolved the immediate issue but also empowered her team to be more proactive and confident in handling future challenges.

Empowerment is like letting a tree to grow of its own and Guidance is nothing but fencing around. Being the Manager you have to inculcate a transparent work culture which will help to develop collaborative approach towards work.

An example of giving clear guidance and providing necessary support is the financial closing process . All team members shall be given the closing schedule and known what need to be done and by when. And the team members are empowered to perform those tasks on their own if their experience and knowledge permit them to meet deadlines. However, in the closing process, there might be complicate tasks required guidances and technical support. Therefore making a clear process and staying available for guidance would work perfectly well under such circumstances.