How can you empower your team to take initiative?

Empowering Team is a journey of optimism to spread motivation amongst the team members. The following steps can be very effective to empower a team : 1. Set the clear expectation among the team members along with the goals 2.Delegate the responsibilities and make their role clear and productive 3.Share a feedback as and when required and review their performances. 4. Initiate the open ness of knowledge sharing for developing each other 5. Give a learning platform to them to take up multi tasking and develop themselves 6.Encourage creativity and implement the innovation required

If your team operates in an environment which tolerates the mistakes where they can learn from them, allows all your team members to perform at their natural best which is not force them to do so and allows them to make decisions based on their knowledge and experience, I believe which make a huge impact on empowerment of your team.

Listen team voice and make them vocal to share their thoughts. Identifying and recognizing the individuals Give an opportunity to obtain new and required skill for mutual growth Job rotation to avoid boredom Conducting tech talks to exchange ideas Provide learning platforms for self growth

The most empowered I've been in any role was when an exceptional leader/mentor sat me down and said, "Here's the challenge, here's the general framework of how we want to operate, and this is the most important piece of data against which we're all measured. I care about outcomes. Don't break any laws! :-) Barring that, you can be as creative as possible in this role and I'll back you 100% so long as your focus is on delivering on the most important goals AND enhancing our team." We surpassed all our goals and were the reference team for the rest of the company. That remains the best example of leadership, creativity, and empowerment coming together. We kept it simple, kept it fun, focused on client success, and trusted each other.

Some ways to empower team: 1. Set Clear goals 2. Give them authority and responsibility 3. Give them the sense of ownership 4. Give feedback on time 5. Seek their suggestions 6. Make them feel part of the goal 7. Encourage them to do creativity and innovation

I believe feedback and recognition of an individual’s strengths is the most important thing to do to build their confidence. Folks do not realize their strengths or potential. Identifying these and putting them in position to shine, will ultimately result in a solid foundation to build off of AND instill the confidence needed to take chances. Only then, will you see folks take initiative and truly grow.

In my experience, both as a manager and as an individual contributor, both feedback and recognition need to be specific and tied back to team and organizational goals. If recognition turns into a round-robin where everyone gets a turn, there will not only be no value but it will quickly turn into a negative. As well, providing feedback should be specific and in the moment. A "looks good" weeks after a deliverable can be a sign of an inattentive manager provide no valuable insight.

Feedback and Recognition are something really impartial tasks in a team which is getting worst nowadays with lack of communication and coping skills. You can also keep your worst team member move back with the nice smile and the same time, you can move back your best performer with a huge frustration. I can say that it will break or make your team so, Art of giving a constructive feedback is an essential skill of a modern leader. Laser focus the behaviors not the person, be specific on it, balance the content with plus and minus points and more importantly offer continuous support by following up consciously.

A good approach to doing feedback is to use a strengths based approach. This approach to feedback identifies, develops, and leverages your team members inherent strengths and talents to enhance their motivation, wellbeing, and overall performance. When supported in this way your team members will feel that they have the ability to take more of an initiative because they will be able to more easily recognise and utilise their strengths, and then are more likely to feel motivated, engaged, and capable of contributing effectively.

I'm not sure how feedback and recognition foster initiative. Sometimes feedback is too quickly given, and focuses on the negatives. And recognition can pit people against one another. I'd think the more effective method is for people who take initiative to be allowed to run with their idea. Help them see what their work leads to. People want to contribute to something that matters. Help them see that, and they're more likely to initiate. Also, find ways to help introverts contribute. Sometimes slower or more quiet, introverts often have well thought out ideas. Find ways to draw them out, possibly via 1:1 conversations, or with a small group.

Leading your team under your influence may subject their creativity to your instructions at all time. A bigger way to support your team members in taking initiative is to delegate tasks for them and hands off it completely. This brings their creativity and problem-solving skill to the table. Good for the business.

Delegar sem oferecer autonomia é como instruir alguém a navegar sem permitir que essa pessoa segure o leme. Uma das principais dificuldades que vejo nos treinamentos de equipes é a relutancia dos líderes em conceder autonomia para resolver problemas. é como entregar um mapa para a equipe, mas n?o permitir que tracem o caminho que desejam percorrer. Compreendo que ao dar essa autonomia, n?o apenas fortalecemos a auto responsabilidade, mas também estimulamos o crescimento da equipe. Essa abordagem n?o só encoraja o protagonismo, mas também abre espa?o para o surgimento de novos líderes dentro do time, criando uma atmosfera propícia para o desenvolvimento e lideran?a coletiva.

This one builds confidence, trust and taking initiative like no other. Asking your team member/s to share pros and cons and what they would do going forward helps them think and assess the situation better helping them make that judgment call.

Commentary on "Delegate Authority and Responsibility" Part 1: Metaphor Delegating authority and responsibility is like being a coach, not just a player, on the team. You've assembled a talented team (your employees), and now it's time to empower them! As a bonus tip from my experiences, don't be afraid to let go of the ball! Delegation isn't about dumping work. Clearly define tasks, provide resources, and offer ongoing support. This empowers your team to take ownership and deliver excellent results. Remember, a strong team wins the game (achieves goals) together!

Some team members want more responsibility, while others do not. This is why you (leaders & managers) must get to know the interests, skills, and goals of your team members. If you give more responsibility and that member fails, don't beat them up please. Provide coaching, because their desire to do more is there, but they just need a boost to help them get there! Thank you!

Acredito que sabendo quais s?o as softskill de cada um da equipe e possível colocar em prática um plano de desenvolvimento pessoal para cada liderado, com isso é possível extrair o melhor de cada indivíduo da equipe gerando resultados que irá impactar na equipe por um todo. Pessoas certas em posi??es certas trazem resultados incríveis.

Uma das grandes maneiras de incentivar a criatividade e a inova??o é a permiss?o dos erros. Os colaboradores n?o devem ser penalizados pelos erros, mas, incentivados a aprender com eles.

Encouraging creativity and innovation occurs when you as the leader set a goal and then paint a vivid picture of what life looks like, what success looks like after achieving the goal. It's easy to fall into a pattern of providing a strategy and plan. Resist that tendency. Instead describe in detail the specific benefits, success metrics and advantages you will have as a result of achieving the goal. This approach not only empowers your team to figure out the how, but it's a natural internal motivator because our brains want to create externally what we imagine and focus on internally. Encouraging creativity and innovation can be as easy as casting a compelling vision and then setting your team free to make it happen.

This is all true, but what I'd like to see here is actual actions managers can take to foster creativity and initiative. Simply saying you encourage it, while other actions belie that, gets you nowhere. Let's get more specific. What kind of space? What kind of resources? How much time? Or money? Should every role in the company be expected to contribute? If so, how do you make it happen?

The most encouraging way is respecting their views and ideas, implementing the ideas that are suitable to achieve goals. However, we should always appreciate and highlight the members who give innovative ideas; it will serve as motivation for the rest of the team.

Any organization looking for growth in next decade, will have to make sure the growth of its teams first. What makes the growth of a team? Yeah.. It's there individual team members. As a leader if you don't invest for learning and development opportunities of your team members it's more likely to keep your infant caged inside home for fist two year will end up with a kid can't speak or understand anything in the world. Keep allowing them fall, listen, watch, experience, make mistakes and learn from them, make him/her capable and conscious about the world. Rule is same for the cooperate world, provide opportunities to learn and develop, Not to fall as your infant, but to grow your team members in the business world.

As a leader, I challenge my team to embrace the mindset of a lifelong learner. By continuously seeking new knowledge and experiences, we can disrupt our thinking and thining of others around us, challenge the norm, and improve our culture of care and accountability. Lifelong learning keeps us engaged, curious, and open to new ideas, allowing us to grow both personally and professionally. Leaders must showcase their personal journey as lifeling learner.

Learning and development are major key factors for running a successful team. A training and development plan should be implemented based on individual requirements. All knowledge and skills development need to be refreshed periodically to sustain the team.

Majority of young team members would love to have encouragement on more learning opportunities. Either through company's learning portals, mentor ( senior employee from the company) or time and/or money to follow a structured course ( diploma, masters program or professional qualification). Paying the annual subscription for the professional institutes on behalf of the qualified employee ia another way emploer can encourage the employee. Also, team leaders and managers can give small challenges like part of a project for them to work on. This will build confidence in the junior employee and may very much help in reducing labour turnover in the long run.

O desenvolvimento da equipe deve ser constante, um líder deve oferecer sempre solu??es de aprendizado aos liderados pois dessa forma sua equipe sempre terá a oportunidade de se atualizar e com isso agregar mais inova??es e solu??es o que trará ótimos resultados.

Empowerment of the team begins as the team is formed. A high-performing team needs to be diverse. This diversity is not just about their sex or race but is also about their thinking, background, and ability to think and communicate. A diverse team motivates everyone with their unique thinking and broadens the perspective of the team. Once the diverse team is assembled, it is important to establish a process where they can express their views and thinking. A diverse team is a high-performing team.

The foundation of motivating teams is to create an environment of trust where employees feel valued and know that their thoughts, ideas, and opinions matter. Foster a culture of open communication where team members feel comfortable sharing their ideas, concerns, and feedback. Create channels for regular team discussions and provide opportunities for everyone to contribute. Acknowledge and reward employees who take initiative. Publicly recognize their contributions, whether in a team meeting, newsletters, or other channels. This reinforces the value of proactive behavior.

To empower your team to take initiative, focus on building a supportive culture and promoting open communication. Understand each member's strengths and challenges, aligning their goals with team objectives. Lead by example, showing initiative and seeking innovative solutions. Emphasize open, honest communication for a collaborative environment where ideas are freely exchanged. Foster trust and collaboration by creating a safe space for risk-taking and expression. Recognize the importance of work-life balance, understanding that a well-rounded life enhances productivity and creativity. This approach values the human element, making team members feel valued and inspired to contribute proactively.

As people go from one company to another, they carry with them their experiences and bias (good and bad). This is called Retroactive Interference. A proactive way to manage this psychological effect is to say: "In my last job, we had the same issue and I suggested XYZ, this is how we implemented it, and would it be something this team can consider?".

Show them that failure is part of the creative process. After all, failure means you're experimenting. The goal is to: 1. Fail quickly 2. Fail inexpensively 3. Learn from each attempt You can tell them this, but unless you back that up with actions to support it, they'll still hesitate to take initiative.