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What do you do if your team members are resistant to taking on delegated tasks?

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Delegating tasks is a key skill for any leader, especially when negotiating your salary. It shows that you can manage your time, prioritize your goals, and empower your team members. However, sometimes you may face resistance from your team members who are reluctant to take on delegated tasks. How do you handle this situation and overcome the obstacles? Here are some tips to help you.

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Pamela Torres

Gerente de Tax Transformation en KPMG ; Magíster en Tributación; Docente de vocación
Poonam S.

|| HR Professional || Social Media Hiring Expert || Let's connect and grow together || Linkedin Followers- 246K + ||…
Neeraj Lakhmani

Entrepreneur||Founder MNG Stays Private Limited

1 Identify the reasons

The first step is to understand why your team members are resistant to taking on delegated tasks. There could be various reasons, such as lack of confidence, unclear expectations, fear of failure, or workload issues. Try to have a constructive conversation with your team members and listen to their concerns. Ask open-ended questions and empathize with their perspective. This will help you to identify the root causes of their resistance and address them accordingly.

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Poonam S.

|| HR Professional || Social Media Hiring Expert || Let's connect and grow together || Linkedin Followers- 246K + || Linkedin Newsletter Subscribers-111K+||
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If team members are resistant to taking on delegated tasks, it's essential to address their concerns empathetically and provide clear explanations of the benefits of the tasks. Engage in open communication to understand their reservations and offer support or additional resources if needed. Encourage collaboration and emphasize the importance of shared goals to foster a sense of ownership and motivation among team members. By demonstrating trust and providing guidance, you can help alleviate resistance and encourage proactive participation in delegated tasks.

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Pamela Torres

Gerente de Tax Transformation en KPMG ; Magíster en Tributación; Docente de vocación
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El delegar es confianza en tu equipo y para ello primero es formarlos e ir soltando, es algo que en lo personal me ha costado, pero que considero que es necesario para todos, para uno mismo, ya que debemos asumir nuevos retos y necesitas soltar para seguir creciendo y también para tu equipo en darles esa oportunidad de que pueden hacerlo y respetar su estilo, y si se resisten es escucharlos primero y luego explicarles como eso les ayudaría en su crecimiento profesional y hacerles saber que confías en ellos y que estarás ahí dando soporte.

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2 Communicate the benefits

The next step is to communicate the benefits of taking on delegated tasks, both for your team members and for the organization. Explain how delegating tasks can help your team members develop new skills, gain more visibility, and advance their careers. Also, show how delegating tasks can improve the efficiency, productivity, and quality of the work. Use specific examples and positive feedback to highlight the value and impact of taking on delegated tasks.

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Neeraj Lakhmani

Entrepreneur||Founder MNG Stays Private Limited
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Communicate Expectations Clearly: Make sure that your team members understand why certain tasks are being delegated to them, how their contributions are essential to the team's success, and what is expected of them in terms of completing the tasks.

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3 Provide support and guidance

The third step is to provide support and guidance to your team members who are taking on delegated tasks. Make sure you set clear and realistic expectations, define the scope and deadlines, and provide the necessary resources and tools. Also, offer regular coaching, mentoring, and feedback to help your team members overcome any challenges, learn from their mistakes, and improve their performance. Recognize and reward their efforts and achievements, and celebrate their successes.

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Neeraj Lakhmani

Entrepreneur||Founder MNG Stays Private Limited
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Provide Support and Resources: Offer your support and resources to help team members successfully complete delegated tasks. This might include providing additional training, clarifying instructions, or offering assistance when needed.

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Pamela Torres

Gerente de Tax Transformation en KPMG ; Magíster en Tributación; Docente de vocación
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Es importante que cuando se delegue se deje los lineamientos claros para que puedan lograr los objetivos esperados, asimismo, darles las herramientas necesarias, estar atentos para ver en que momento intervenir y poder dar apoyarlos, premiar sus logros y hacerles saber en qué mejorar.

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4 Address any conflicts or issues

The fourth step is to address any conflicts or issues that may arise from delegating tasks. Sometimes, you may encounter resistance from other team members who feel threatened, jealous, or resentful of those who are taking on delegated tasks. Or, you may face difficulties in coordinating and collaborating with your team members who are working on different tasks. To prevent or resolve these problems, you need to foster a culture of trust, respect, and cooperation among your team members. Encourage open communication, constructive feedback, and mutual support. Also, involve your team members in decision-making and problem-solving processes, and ensure that everyone is aligned with the common goals and vision.

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Pamela Torres

Gerente de Tax Transformation en KPMG ; Magíster en Tributación; Docente de vocación
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Fomentar una buena comunicación con el equipo es básico, para evitar conflictos, es importante escucharlos para entenderlos y buscar como afrontar cada dificultad siendo empáticos.

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5 Evaluate and adjust

The final step is to evaluate and adjust your delegation strategy based on the results and feedback. Monitor the progress and outcomes of the delegated tasks, and measure the impact on your team members' performance, motivation, and satisfaction. Also, solicit feedback from your team members on how they felt about taking on delegated tasks, what they learned, and what they need to improve. Based on the evaluation and feedback, you can adjust your delegation style, frequency, and criteria to suit the needs and preferences of your team members and the organization.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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RUBEN RUIZ

Contador Financiero -Tributario y de Costos con Especializacion en NIIF
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A mi, me ha resultado útil conversar todos los días sobre los cuellos de botellas o las dificultades que se ha encontrado en el quehacer diario, cada integrante del equipo tiene su propia realidad y sentimientos diferentes, sobretodo ver sus maneras el entorno, pero uno como lider debe integrar a todos hacia el fin común, lograr los objetivos del área y seguir avanzando en todo nivel.

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What do you do if your team members are resistant to taking on delegated tasks?

1

2

3

4

5

6

1 Identify the reasons

2 Communicate the benefits

3 Provide support and guidance

4 Address any conflicts or issues

5 Evaluate and adjust

6 Here’s what else to consider

Salary Negotiations

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What do you do if your team members are resistant to taking on delegated tasks?

1

2

3

4

5

6

1 Identify the reasons

2 Communicate the benefits

3 Provide support and guidance

4 Address any conflicts or issues

5 Evaluate and adjust

6 Here’s what else to consider

Salary Negotiations

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感谢您的反馈

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