What do you do if your assertiveness and confidence are hindering your ability to delegate tasks effectively?

I believe the following factors are crucial in this case: 1. Acknowledge and embrace imperfections while striving for continuous improvement. 2. Establish clear boundaries. 3. Think strategically about what matters most for the company and for you. 4. Evaluate what your team can handle and deliver. 5. Be receptive to open feedback.

Reconhecer os nossos próprios limites é o primeiro passo fundamental para aprimorarmos nossas habilidades de delega??o. Embora confian?a e assertividade sejam qualidades admiráveis, é crucial termos a ciência que elas possuem suas limita??es. Admitir que n?o se pode fazer tudo sozinho é o primeiro passo rumo a conquistas para o crescimento e a eficácia da equipe.

When confidence and assertiveness come in the way of effective delegation, one must start communicating effectively by putting himself in the other person's shoes. In other words empathy becomes important. Also believing and trusting others in their abilities to accomplish the task becomes critical. It is always important to give space to the team members to prove themselves. Leading them from the front after understanding their shortcomings will only make the foundation more strong and will create a great team.

Ricognizing the importance of and Understanding that delegation is a crucial skill for effective leadership and productivity. Delegating tasks can free up your time and enable others to develop their skills and contribute to the team's success.

A capacita??o de pessoas envolve a confian?a de responsabilidades, identificar e atribuir tarefas de acordo com suas características e pontos fortes, fornecer instru??es claras e recursos, delegar autoridade e oferecer um feedback construtivo sempre almejando promover o desenvolvimento contínuo. Isso n?o só fortalece a equipe, mas também permite o crescimento individual e a eficácia em prol dos resultados pessoais e profissionais.

Assess your mindset and Reflect on why you may be hesitant to delegate. Are you concerned about losing control, doubting others' abilities, or fearing potential mistakes? Identifying these underlying concerns can help you address them more effectively.

Very few things in work (and life) can only be done by oneself. One of the Eureka moments for me was when I saw my husband looking after and interacting with my then young baby, she was still alive and kicking in the end. Just because others won't do it the same way as I do, doesn't mean they cannot do it. In fact, I learnt a lot just by watching how others do things.

As a Leader Empowerment of team is the goal. Delegation with facilitation is vital. Their growth and success is our duty, ensuring their ability to make crucial decisions and trusting their ability as they have learned from us. Sole decision makers over a period of time suggests failure of a leader as they have not aided in the growth of their team. Important to empower those whom look at us as their leader. Leaders whom do not delegate are mainly focus on control and superiority in their team.

In my experience, empowering others is key when assertiveness and confidence become barriers to efficient task delegation. An example of this is actively involving team members in decision-making processes and encouraging their input and ideas. I agree that assertiveness is important, but it's equally vital to recognize and nurture the talents and capabilities of those around you. By empowering others to take on responsibilities and make meaningful contributions, you not only alleviate the burden on yourself but also foster a more collaborative and motivated team environment.

Clear communication is key for every relationship including effective delegation. Providing all relevant information such as expectations, deadlines, and any other info while delegating tasks ensures desired results. Moreover, it builds trust among the team members and helps you retain them

Para uma comunica??o clara e eficiente, é necessário fornecer todas as informa??es e contexto necessários, incluindo expectativas, prazos e possíveis obstáculos. Incentive perguntas e mantenha uma linha de comunica??o aberta para evitar confus?o e fornecer clareza à equipe. A assertividade na comunica??o n?o deve impedir o diálogo; deve facilitá-lo.

Clear communication is the key to achieve any impossible task so make sure team has the confidence that they understand the facts better to perform effectively

I constantly seek to improve my communication, continually adapting to positively influence the entire team. My goal is to ensure that communication flows effectively, achieving its purposes and ensuring that I am understood without communication gaps.

A comunica??o é a chave do sucesso de todos os negócios. Deixar claro o que se espera do seu liderado e deixar claro como você vai apoiar na jornada é a 1a grande conversa. Importante ter um feedback estruturado e frequente para calibrar a rota.

Depending on the risk level of imperfection, every leader needs to accept a certain level of error with hi team members. As a general advise to all leaders: "Let your team members do mistakes and learn from them". Yet, if the impact of a mistake is too high, you might still need to take over at the right time.

One of the biggest challenges i have faced personally early in my carrer is not having the mindset to accept imperfection.It can happen due to factors like lack of expectation setting and incomplete communication. Even if we have done everything possible developing a mindset to accept imperfection will only enable us to grow as a leader.

1)Accepting imperfection is showing empathy for your team member. 2)Guiding without judging would also help. It's an opportunity to coach the team member. 3) routine checks can help mitigate issues.

Understand that nobody's perfect, not even you. Sometimes things might not go exactly as you planned, and that's okay. Mistakes are how we learn and improve. So, be patient and give your team room to learn from their mistakes.

When I started heading a team in Shanghai China being a local Singaporean, I told myself that it is important to accept imperfections and differences. I will attempt to guide and handhold for the first 2 or 3 times but I must learn to let go or I will never be able to do much myself.

Coaching - It is always that today team members are tomorrows Leaders. So knowing the limitations we need to be mindful in coaching them consistently. Irrespective of the results and abilities we need to continue to coach them. So confidence may be built within team to take extra tasks and attempt to deliver. Knowing ever team members strength and weeken and coach them may help us to come out of hinders….

Trust is pivotal to effective delegation. Good leaders staunchly believe in their team’s ability to carry out the task assigned and give them the freehand to apply their creativity and skills towards the execution process. Rather than micromanaging, they allow the team the flexibility to reach out for guidance and direction in case they hit a roadblock OR keep a periodic governance so as to monitor the successful completion of the process. Continuous feedback and recognition for a job well done completes this process.

Trust is crucial in life, so always trust your teammates and ensure the same legacy is followed by them to their downline, if you trust your team then your team will never let you down in any condition

Understanding and Respect: Trust is built when team members understand each other’s roles and respect each other’s capabilities. Open Communication: Open and honest communication fosters trust. Leaders should encourage team members to share their ideas and feedback Reliability: Consistency in behavior and meeting commitments can help build trust. Team members who deliver on their promises earn the trust of their peers Support and Collaboration: Leaders should create a supportive environment where team members feel comfortable taking risks. Empowerment: Empowering team members to make decisions can demonstrate trust in their abilities.

When a team is working towards a mission - trusting each other is vital. Trust can not be built overnight. You have to be genuinely available for them when they need you especially when they navigate through the challenges themselves. Trust in their abilities and let them build a thought process of their own than micromanaging them. But do have progress checks to keep giving guidance at key check points where needed.

Finding the right balance between assertiveness, confidence, and delegation is a continuous journey of self-discovery and growth. By embracing vulnerability, building trust, and empowering others, we can foster a culture of collaboration, innovation, and shared success within your team. So, let's challenge ourselves to lead with confidence, delegate with purpose, and cultivate environments where everyone can thrive.

I believe that a good way to delegate tasks is to think about 3 pillars: 1) it is in line with skills, 2) the task is also of interest to the person, 3) the person is prepared or needs help with this task. This approach can improve results and increase the likelihood of success, while minimizing the need for constant supervision.

é necessário equilibrar a nossa dedica??o a 3 tempos diferentes: Futuro: Se n?o há tempo para se planejar para os anos à frente, você está agindo somente de maneira tática, e competidores mais estratégicos v?o ter uma melhor performance. Presente: Sempre existem tarefas importantes que surgem sem anuncio. é importante endere?ar os temas urgentes também. Passado: Como agir no presente e planejar para o futuro se você n?o estuda o passado para entender o que funcionou, por que raz?o, e o que pode ser melhorado? O tempo alocado a cada um desses tempos vai depender do momento da empresa e dos desafios específicos que s?o enfrentados, mas equilibrar alguma aten??o a cada um deles é crucial.

Feedback from my team on delegated tasks isn’t what I usually do. This is something I would start implementing. My focus is usually on the outcome of the task not the “you” effect.

Reflection is key! Be critical to yourself and I hope the reflection keeps us grounded :-) be realistic! And when needed be honest and adjust… it’s not easy to always do so but it is worth doing

I successfully addressed this challenge by implementing these strategies. I practiced active listening, provided guidance and support, and fostered a collaborative environment within the team. Gradually, I became more adept at delegating tasks with increased confidence. Moreover, I conducted regular check-ins with team members to ensure their understanding and progress, allowing for adjustments and feedback along the way.

Team building is a tough task. Unless you have a great team, it restricts your growth. To make a great team 1. Involve people in sharing ideas 2 Assess strengths of each team member and delegate tasks with clear communication on task objectives and timelines. 3. Stop micromanaging. Have belief in people 4. Guide and support them rather than supervise 5. Correct mistakes if any 6. Make them self sufficient by providing what they need to complete the task within budget.

Delegación sin control no existe El control con el objetivo de retroalimentar, apoyar, alentar o corregir oportunamente es clave, y realmente constituye el éxito del empoderamiento y la delegación, así como entender los gustos y fortalezas de nuestros colaboradores, para retarlos en un desafío que supere incluso sus propias aspiraciones y así llevarlos a otro nivel. Una forma fácil es delegar algo que ya hayas ejecutado con éxito, pero no te limites, hay cualidades innatas en las personas y merecen ser explotadas para enriquecer tu labor y la del equipo, acompa?a con una estrategia clara los primeros avances y luego observa el desempe?o interviniendo si es necesario, no esperes que pidan ayuda revisa el avance como parte de tu metodología.

Interesting, if these are issues for you then you will struggle to build highly effective and efficient teams with the knowledge and confidence to "run the business" in your absence? As "leaders" our role is to make our self redundant, enabling the business to grow and deliver across the spectrum of what is possible from many stand points, not just our own. Don't get me wrong command and conquer has its place however, surely that is a 5% place? I only see this problem fitting to groups. Those new to leadership and those that should not be in leadership positions as they will find no joy and if they do their company will suffer. Is it a trick question?

Eu tenho um perfil de querer abra?ar o mundo e isso acaba me trazendo desgaste desnecessário. Meu desafio diário é aceitar que n?o vou saber tudo e n?o vou liderar todas as frentes com a mesma qualidade. Cerque-se de pessoas melhores que você, confie nelas, trabalhem juntos e o resultado virá.