Here's how you can foster trust and confidence in your team through delegation.

There are many ways to encourage your staff to take more responsibilities, these include: - Cutting their pay - Adding more responsibilities to their contract - Putting PIP in place - Increase the targets - Tell them that if they don't like it, they can leave at any time. When your team truly knows that you're the boss, they have no choice but to work twice as hard, for half the pay. Don't worry about matching skills to strengths either - after all an O Level in English was a requirement for the job so they are all capable of reading a manual. Follow this advice to boost productivity by 167% - don't believe me? Ask Jeff. #BottomVoiceDiaries

Delegation is not a cop out where you pass something off and never have to think of it again. Delegation is the art of trusting your people to take the lead on something, be clear in your brief and expectations, give the opportunity for ongoing clarification and an open line for support along the way . When delegating it should be to the benefit of the team/team member - understand the current workload ,does something need to be dropped or paused to create space for this new thing? Think about the skill level of the delegate - is this a learning opportunity but not too much of a stretch that you will break down confidence and not build it ? This will be easy if you are close to your team in terms of understanding their capability levels.

- Break down large tasks into smaller, manageable steps. This makes them less overwhelming and easier for team members to understand. - Offer resources and support. Provide any training materials, tools, or information your team needs to complete the task successfully. - Regularly check in with your team. This allows you to address questions, provide additional support, and keep the project on track.

This is the space where delegation can go awry . When there is a gap between what you are expecting to see vs what the team member understood to be true in the delegation exercise. So be as clear as you can be - eg. what the end goal is, what resources are available, what support will be provided, what are you expected to see along the way. Give this exercise time , time to review and discuss, this should be a two way conversation - an opportunity to understand confidence levels and allow the team mate to ask questions, express concerns and have a level of comfort in delivering to expectations.

Allowing an opportunity for regular check-ins , this should be structured and scheduled , not left to as and when, else there is a tendency that the project can go offtrack. The team member might not want to bother you or feel like you expect them to deliver quietly. Open the dialogue and discuss wins, share challenges , solve problems together, and understand how things are tracking, what further support might be needed or changes that may need to happen. This will give you an opportunity to monitor workload and make decisions if other things need to be taken away if necessary. Don't be asking and checking in too much - stick to the short allocated times set , and arrange a deeper dive on a less regular basis if required.

- Focus on specific behaviors and offer suggestions for improvement. - Praise effort and positive results to encourage continued strong work. - Tailor your feedback style to each team member's preferences.

Ce principe d'autonomisation et de responsabilisation de la ou des personnes accompagnées est un fondamental en coaching. Il encourage la mise en oeuvre de méthodes et d'efforts spécifiques pour atteindre un objectif, plut?t que de se concentrer uniquement sur le résultat final. Cette approche valorise le chemin parcouru et les compétences développées tout au long du processus : essentiel pour batir une confiance durable.

En tant que coach professionnel, il est essentiel de démontrer aux leaders l'importance de la délégation pour renforcer la confiance au sein de leur équipe. Enseignez-leur à identifier les taches qui peuvent être déléguées et à choisir les bons membres de l'équipe pour les assumer. Utilisez des techniques de communication claire pour assurer que les attentes sont comprises, et encouragez un suivi régulier pour fournir des feedbacks constructifs.