What do you do if your team members need feedback and support after delegating tasks?

Após delegar tarefas, é importante avaliar o qu?o confortáveis os membros da equipe se sentem com suas novas responsabilidades. Você pode utilizar sua inteligência emocional para interpretar pistas n?o verbais e fazer perguntas abertas que incentivem a comunica??o honesta. Essa abordagem ajuda a entender os níveis de confian?a deles e quaisquer preocupa??es que possam ter. Lembre-se de ouvir ativamente e validar seus sentimentos, mostrando que está lá para apoiá-los. Essa avalia??o inicial irá orientá-lo na presta??o do tipo certo de feedback e suporte, adaptado às necessidades de cada membro.

To ensure your team members feel psychologically safe, introduce a culture of embracing mistakes within the organization. When mistakes become opportunities for collective learning and improving company processes, they stop being something terrifying that we fear and try to avoid at all costs. Implement a weekly meeting where everyone shares a mistake they made and the lesson they learned from it. This will help the team feel the psychological comfort that comes from knowing that even actions ending in failure contribute to collective success ??

After delegating tasks, it's crucial to gauge how comfortable your team members feel with their new responsibilities. For instance, if you delegate a critical project to Alex, a new team member from a different cultural background, you can use your emotional intelligence to read non-verbal cues and ask open-ended questions like, "How are you feeling about managing this project?" This encourages honest communication and helps you understand their confidence levels and any concerns they might have. Actively listening and validating their feelings, such as saying, "I understand this is a new challenge, and I'm here to support you,"

An effective way to foster growth is celebrating small accomplishments, their success. These wins will keep everyone motivated to continue growing together as an organization.

When providing feedback, use mindfulness to ensure your comments are specific, actionable, and focused on behaviours rather than personal attributes. For example, instead of saying, "You're not detail-oriented," you might say, "I noticed a few data points were missing in your last report. Let's work on developing a checklist to ensure all details are captured moving forward."

I have seen leaders providing too much autonomy (no guidance, feedback, or encouragement) or no autonomy whatsoever (mostly from fear that they need to control the outcomes and ensure success no matter what). There is beauty in encouraging autonomy and opportunity for trial and error - what has worked for me is to establish together the ground rules, as well as expectations from each other, so that both parties feel heard, respected, and accepted.

Encouraging autonomy is vital for team member development and satisfaction. By leveraging emotional intelligence, you can trust your team's capabilities and avoid micromanaging. For example, when delegating a new marketing campaign to Sarah, allow her the freedom to develop the strategy and execute the plan without constant oversight. By giving Sarah the space to make decisions and solve problems independently, you promote a sense of ownership and responsibility.

It's often seen that leaders prioritize hard skills over soft skills, mistakenly believing that technical knowledge alone is the key to success. However, the lack of emotional intelligence in leadership can be a significant drawback. Emotional intelligence is crucial not only for understanding and managing team dynamics but also for building strong relationships within the team.

Establish and maintain regular check-in meetings to provide ongoing feedback and support. These scheduled sessions create a structured opportunity for team members to discuss their progress, address any challenges, and receive constructive feedback. Regular check-ins also demonstrate your commitment to their development and help in identifying any additional resources or support they may need. This practice fosters open communication and ensures that team members feel supported and guided throughout their tasks.