Your team needs autonomy to thrive. How can you set clear boundaries without stifling their independence?

Covey's Speed of Trust model emphasizes the significance of credibility, integrity, and intent in building trust. By integrating these elements into your interactions with the team, you can lay a strong foundation of trust to support their autonomy. →?????????????????? ????? "?????????? ????????????????" ???????? ????? ?????????? ??????????. ???????????? ?????????? ???? ?????????????????????????? ??????????????????, ????????????, ????????????????????????, ?????? ??????????????. ?????????????????????? ????????????, ???????????? ???????????? ???? ??????????????????????, ?????? ??????? ?????????????? ???????? ?????? ???????? ???????? ??????????????.

A confian?a come?a na sele??o do time. Construir esse ambiente confiável é a base para uma equipe aut?noma e eficiente. Selecione e retenha pessoas que você possa confiar. N?o existe pessoa que "no fundo" é boa... ela precisa ser boa "no raso" também, em todos os momentos.

So it's said that a kite flies high when it has an anchor however if the anchor is too rigid..afraid..micromanaged every move of the kite then perhaps the flight will never be too high Same goes with the team and especially when it's the business world one can't leave the team ?? free however one should not micro manage also So keep a balance Set goals..be firm in the ambition of being ahead however don't mistrust and don't ask for status every second day Support them .. encourage them but also measure what is to be achieved and give them feedback.. correct them.. The team will come back to you for guidance once they trust your intentions as well as competency so don't be ina riush to prove that you are the bos.. remember you are

Setting clear boundaries while fostering autonomy is crucial for team success. To achieve this balance, leaders can articulate overarching goals and expectations clearly, empowering team members to make decisions within these parameters. Regular check-ins and open communication channels allow for guidance without micromanagement, ensuring alignment with organizational objectives while nurturing creativity and initiative. By cultivating a culture of trust and accountability, leaders enable teams to flourish independently, driving innovation and achieving collective goals effectively.

I had complete autonomy over my internship project which was to kickstart the company net zero carbon journey. I was collecting data to determine the company's scope 1-3 carbon emissions. Then I based on the findings I could identify where we were lacking and what we could do about it thus creating a carbon reduction strategies and carbon reduction plan. What helped it being a success was: -> I had the educational background and was qualified. -> I had great colleagues who were collaborated with me on gathering information. -> I was supported by the external consultant on the technicals and the company CEO and my team mate on internal related concerns/planning. People who thrives on autonomy also have a high sense of responsibility.

The SMART criteria align with the objectives outlined in the Management by Objectives (MBO) model, ensuring that autonomy is grounded in well-defined targets and measurable outcomes. →?????????????? ????? ?????????? ????????-?????????????? ??????????????????. ???????????? ??????? ?????????? ?????? ????????????????, ????????????????????, ???????????????????, ????????????????, ?????? ????????-??????????. ??????? ???????? ?????????????? ??????? ?????????? ?????? ?????????????? ????????????????????, ??????? ?????? ???????????????? ????????? ???????????????? ??????????? ????????? ????????????????????? ????????????????????.

Set Clear Objectives: Ensure that your team understands the overall goals and objectives. Clearly define what success looks like. Performance Metrics: Establish key performance indicators (KPIs) and metrics that will be used to measure success. This provides a framework within which the team can operate independently.

Visualizo a clareza como chave por 3 motivos: 1) o time tem a certeza da expectativa do líder 2) incentiva ainda mais a rela??o mútua de confian?a 3) Permite ajustar a rota sempre que necessário, com rapidez

Setting clear boundaries while fostering autonomy is essential for a thriving team. It involves providing structure and guidance without micromanaging, allowing team members to make decisions and take ownership of their work. Establish Clear Goals and Expectations Define Objectives: Set Clear Goals: Clearly define the team’s overall goals and objectives. Make sure these are aligned with organizational priorities. SMART Goals: Ensure goals are Specific, Measurable, Achievable, Relevant, and Time-bound. Clarify Roles and Responsibilities: Detail Role Expectations: Clearly outline each team member’s roles and responsibilities. Ensure everyone understands their specific tasks and how they contribute to the team’s objectives.

Setting clear goals is essential for enabling autonomy within teams. When team members have a clear understanding of their individual goals and how they contribute to the overall mission, they can work independently while staying aligned with organizational objectives. Clear goals provide a roadmap for autonomy, allowing team members to make decisions and take ownership of their work within the boundaries of their responsibilities. By defining specific, measurable, achievable, relevant, and time-bound (SMART) goals, leaders can promote autonomy without sacrificing clarity and direction.

The Active Listening model parallels the principles of the Two-Way Communication model, where feedback and input flow freely between leaders and team members, fostering an atmosphere of open dialogue and understanding. →?????????? ????? ???????????? ?????????????????? ??????????. ???????????????? ???????????? ??????? ???????? ????????, ?????????????????????? ?????????????, ?????? ???????? ???? ???????????????????? ????????? ???????????????????????? ???????????? ?????????? ????????????????????. ?????????????????? ???? ?????????????????????? ????????? ?????????????? ???????????????????? ?????? ???????????????????????? ?????? ????????????.

Start by ensuring that team members feel safe to express their ideas and concerns without fear. Then, schedule regular one-on-one meetings with team members to provide a private space for them to share their thoughts. Also, hold regular team meetings where everyone has the opportunity to speak and contribute. Finally, maintain an open-door policy where team members feel free to ask questions or seek advice at any time. Encourage team members to ask questions and explore new ideas without fear of judgment. By implementing these strategies, you can create a balanced environment where your team feels supported and empowered to work independently within clearly defined boundaries.

Regular Check-Ins: Schedule regular meetings to discuss progress, challenges, and any support needed. This keeps everyone aligned without micromanaging. Feedback Channels: Create open channels for feedback, where team members can discuss issues and propose improvements.

Establish clear expectations to foster ownership and innovation. Offer guidance without micromanaging, and regularly monitor growth. ? Communicate expectations and limits clearly. ? Establish specific, measurable goals and deadlines. ? Avoid micromanaging and focus on desired outcomes. ? Empower team to make decisions within boundaries. ? Provide guidance but resist control. ? Offer support and resources without dictating usage. ? Be open to feedback and adjust boundaries as needed. ? Regularly check in to ensure boundaries enable productivity and growth. ? Prepare to loosen or tighten limits based on team's abilities. ? Achieve the right balance between clear expectations and autonomy to foster trust, ownership, and innovation.

I really love the 10/60/90 framework, which helps empower the team and ensure alignment. You make it part of the process to check in at 10%, 60%, and 90% completion. 10% stage of project ? Focus: Early concept ? Goal: Gather initial ideas and ensure alignment 60% stage of project ? Focus: Fully fleshed out first draft ? Goal: Major feedback and refinement-level concept changes and go/no-go decisions 90% stage of project ? Focus: This is pretty much a final check. ? Goal: Final polish and last-minute tweaks Often, leaders will provide too much direction and feedback or not enough. This framework ensures there's an opportunity for *appropriate* questions, feedback and implementation from both parties, building trust and autonomy.

Empower team members to make decisions within a framework of clear boundaries and guidelines. Start by clearly communicating the team's objectives, priorities and overall vision. Encourage open communication and provide necessary resources, support and training to equip them for decision-making. Establish checkpoints or review processes where teams can seek guidance or validation for major decisions, ensuring alignment with organizational goals. By empowering teams to take ownership of their work while maintaining oversight through supportive leadership, you enable autonomy while ensuring decisions contribute to overall team and organizational success.

I think this step is very important. Empowering team members to make decisions within set boundaries. But this issue requires several prerequisites: - Review the competence of team members. - Develope members' abilities through mentoring, coaching, training and... - Guiding and supporting them in the decision making process for small to big issues. - Comparing the decisions of the team members with the team leader for various issues in order to ensure the quality of the decisions and their closeness to the leader's thoughts.

Each team member should be assigned responsibilities that align with their expertise. It is essential to communicate the expectations, set the boundaries, and explain clearly - what falls under their decision-making authority and what does not. Once the team is adequately equipped with the required guidance and tools, empower them by entrusting specific responsibilities and showing confidence in their ability to deliver. The team members will develop a sense of ownership and initiative when they are trusted with the given tasks and they don't have to seek approval for each small thing. Delegating responsibilities effectively will enable the team to thrive well and also let the leaders focus on tasks that demand their utmost attention.

Empower Decisions: Allow team members to make decisions within their areas of responsibility. This builds trust and accountability. Support Risk-Taking: Encourage calculated risk-taking and innovation. Provide a safety net for failures, viewing them as learning opportunities.

Instead of meeting create a system that gives you updates without having to constantly check in. The best system give you the lag measures that will allow you to see how things are going before things are final. Leaders must know what information to tell the team so that they can communicate what’s needed vs what’s not.

Monitor progress with regular check-ins, offering support without micromanaging. This balance fosters trust and empowers your team to excel. Embrace autonomy as a catalyst for innovation and growth. How do you empower your team while ensuring alignment with organizational goals?

Regular Reviews: Conduct regular reviews to assess the effectiveness of the autonomy given. Make adjustments based on feedback and performance. Adapt Strategies: Be flexible and adapt your management strategies as the team evolves and grows.

Monitor and Adjust Track Progress: Use Metrics: Implement metrics and key performance indicators (KPIs) to track progress towards goals without micromanaging. Regular Reviews: Conduct regular performance reviews to assess progress, provide feedback, and adjust goals as needed. Adapt and Improve: Solicit Feedback: Regularly solicit feedback from team members about the balance of autonomy and guidance. Be open to making adjustments based on their input. Continuous Improvement: Encourage a culture of continuous improvement where both processes and individual practices are regularly evaluated and refined.

Monitoring progress is crucial for achieving goals and ensuring continuous improvement. It helps identify successes and areas needing adjustment, allowing for timely interventions and informed decision-making. Regularly tracking progress keeps teams aligned, motivated, and focused on their objectives.

Set Guidelines: Provide broad guidelines on how tasks should be approached, but avoid dictating every step. Allow team members to use their creativity and expertise. Define Roles and Responsibilities: Clearly outline each team member's role and responsibilities to avoid overlap and confusion.

Maintain Balance Set Clear Boundaries: Define Limits: Clearly communicate any non-negotiable boundaries, such as deadlines, budget constraints, and compliance requirements. Flexibility Within Boundaries: Allow flexibility within these boundaries, giving team members the freedom to choose their methods and approaches. Lead by Example: Model Behavior: Demonstrate the balance of autonomy and accountability in your own actions. Show how to work independently while adhering to organizational goals and standards. Be Consistent: Ensure consistency in your expectations and feedback to build trust and reliability within the team.

Adaptability is one of the greatest abilities. We live in a fluid world with constantly changing scenarios. As the complexity of each situation will vary, so will the need to adjust your methods. When you find yourself in a situation that requires adaptability, consider the following: - Fight the urge to over-react. Many times, leaders will over adjust in an effort to go in the complete opposite direction. - Slow down and ZOOM OUT. When we zoom out it allows us to see the entire situation. This also allows us to separate from an overly emotional state. Imagine that you are looking at the situation from a 30,000 foot view. See the entire landscape of the scenario. Once you consider all possible adjustments, adapt and attack!

?Establecer límites sin sofocar la independencia? De esta frase estoy de acuerdo que está bien que el equipo de trabajo sepa que hace, que necesita, de quién? Lo que no, es que se ! "sofoca la independencia"! Ya hemos escuchado la propuesta del Dr. #Truckman que nos muestra los pasos para llegar a un equipo de alto desempe?o, #EAD. Al final, somos competentes en trabajar juntos, pero, ?Somos totalmente independientes? En los libros de gerencia y especialmente en el de Peter #Senge, se mencionan tres estados, sucesivos y muy relacionados con el alto desempe?o. Podemos ser: dependientes, independientes o #interdependientes. Esta última palabra es la clave. En nuestro nivel mas alto de desempe?o, trabajamos en equipo. Somos interdependientes

Years ago, I managed a project that had never been done by my firm before. There were 6 consultants working full time. While they all are exceptional, one was truly brilliant at a young age. Given my workload of oversight, I entrusted all of them with a long rope, but the brilliant one had the most rope. Later in the project, they made a mistake by doing something they thought was valuable for the client, but I missed what it was causing the client to lose faith in our abilities. We spent the rest of the project trying to regain their confidence. Moral of the story. Enable your team to have autonomy, but ask questions about their needs often. Have a 'system' to review on short intervals. Be valuable to them as they are to you.

Here's how to set clear boundaries while fostering autonomy: 1. Define Desired Outcomes: Clearly communicate the project's goals, success metrics, and expected timeline. 2. Establish Boundaries: Set boundaries for resources, budget, and brand compliance. 3. Equip for Success: Provide the tools, training, and resources needed for success. 4. Foster Trust and Transparency: Show trust in your team's abilities. Transparency builds confidence. 5. Regular Check-ins: Schedule regular check-ins for progress updates and course correction if needed. 6. Celebrate Autonomy-Driven Success: Recognize and reward achievements that demonstrate effective use of autonomy. Autonomy doesn't mean isolation. Offer support and guidance when needed.

Lider debe confiar, guiar, acompa?ar y empoderar! Confiar en sus competencia, creer en el o ella. Guiarlo para mostrarle el camino Acompa?arlo para q no se desvíe y alentarlo Empoderarlo para que ahora construya su camino

Autonomy is like basic human right. Trust is the only boundary we consider to put. It's all about the leadership and how the team is coached and trained to thrive with given autonomy, and so the organization's business.