What do you do if your team needs structure and guidance but also wants to innovate?

an accounting supervisor, it's important to approach your role from both financial and accounting perspectives. Here are some key points to consider: Team Structure and Innovation: Evaluate your team's current structure and their capabilities for innovation. Listen to their concerns and ideas, and assess how well the existing workflows and processes support innovation. Balancing Structure and Flexibility: Aim to strike a balance between having enough structure to ensure accuracy and compliance in financial matters, while also allowing flexibility for creativity and innovation. Too much rigidity can stifle new ideas, but too little structure can lead to inefficiencies and errors.

I believe team work will give results always. 1. Need everyday 20 minutes meeting to understanding towards motivate and cheer up them. 2. Do not forget to appreciation. 3. Keep them away from negativity. 4. Make them understand the guest priority.

In my experience it’s important to know the strengths and weaknesses of individual team members. Once you access this and also access the needs, it’s important to structure your team on the basis of who plays well together. Your people are the key but you will need a process or plan to guide them towards the goal. Leadership Support, team updates, and end dates are also important with innovation. Don’t box your people in but keep the specific goal in front of them. Be careful, in some business environments HR, Legal, Operations, Marketing, Safety, etc. may need to play together to provide guidance or convey procedural or regulatory restrictions.

I'm a firm believer in fostering innovation rather than stifling it, so I consider it essential to allocate time for innovation within any project schedule. One approach is to include a daily 15-minute meeting (like a stand-up) that accommodates innovation if necessary. By incorporating this into the plan, it ensures that the primary focus remains intact while also granting individuals the freedom for expression and creativity, both of which are crucial for successful environments.

Start with innovation. It becomes the motivator in the equation. Have them define the structure that will help guide their innovation. As a leader, you are there to facilitate the process and mentor any bumps along the way. In the process you may also find additional leaders that strengthen the teams structure. Team ownership has amazing powers. Then let them go at it.

Consider the total commitment of everyone to the fulfilment of the objectives and consider the formation of future leaders by delegating responsibilities and functions for teamwork. Consider time with fixed goals and clear objectives for the learning process and the fulfilment of which everyone can be satisfied with the results.

etting clear objectives is indeed crucial for the success of any team, especially in the financial and accounting context. Here's a perspective from a financial and accounting standpoint: Specific Goals: Define precise objectives related to financial performance, such as achieving a certain level of profitability, reducing expenses by a certain percentage, or improving cash flow management. Measurable Targets: Ensure that your goals are quantifiable so that progress can be tracked and measured effectively. Use key performance indicators (KPIs) relevant to finance and accounting, such as return on investment (ROI), debt-to-equity ratio, or accounts receivable turnover.

The first job of a leader is to define the reality.The last is to say Thank you. In between a leader is a servant. HAVING A TEAM THAT FOCUSES ON THE STRENGTHS OF TEAM MEMBERS to counterbalance the weaknesses and shares the leaders vision. you give your team the leads and assist them to succeed by paving over the rough spots. When they succeed in the mission you give credit where credit is due.Be humble.

Puedes desarrollar un sistema de mapeo de habilidades y pasiones dentro del equipo. Utiliza esta información para asignar proyectos que no solo cumplan con los objetivos SMART, sino que también maximicen el potencial individual, potenciando la innovación personalizada y efectiva.

Give them developmental feedback and help them review their teams goals and objectives in a holistic manner. Encourage each team player to actively participate towards achieving their team goals

Let's do a brainstorming session least every quarter Let's hear the minds speak at length or present their innovative ideas Take one at a time ,the innovative idea one that can be conceptualise within the available yearly budget Once the innovative idea gets initiated, place a appreciation party so that other team members also gets motivated for second round of innovation.. Key is to make things interesting and innovative this way people always love the task and are working in momentum to achieve the final goals .

Creating a set of rules or guidelines can provide the necessary structure without hindering innovation. These rules should be flexible enough to accommodate creative thinking but clear enough to prevent chaos. For example, you might establish regular check-ins or set boundaries for risk-taking. The key is to develop a framework that empowers your team to experiment within a safe and productive environment.

"I would implement digital tools, regular meetings, a robust work methodology, and a real-time communication plan to facilitate decision-making. My experience in managing operational units thousands of kilometers away supports this strategy, where success was achieved thanks to the implementation of the procedures manual in accordance with ISO 9001:2015 standards."

1. Define clear team goals and priorities to provide direction. 2. Set boundaries that encourage efficient workflows while allowing creative freedom. 3. Implement regular check-ins and feedback sessions to maintain alignment. 4. Encourage individual initiative and new ideas to foster innovation. 5. Balance structure with flexibility to adapt to new challenges and opportunities.

In my view, navigated the delicate balance between providing structure and guidance while fostering innovation within teams. I've found that it's essential to create a framework that encourages creativity and experimentation, while also establishing clear goals and expectations. By setting a solid foundation and empowering team members to explore new ideas within defined parameters, I've seen remarkable results in both innovation and productivity. It's about striking the right balance between structure and flexibility, allowing teams to thrive creatively while staying aligned with organizational objectives.

Culture, the holy grail of every company. From my experience, try and keep it simple: 1. Set clear goal and expectations. 2. Have an open door policy. 3. Address miss behaviour in a timely manner, otherwise it will feaster. 4. Lead by example, otherwise no one will take it/you seriously. 5. Make sure you keep your promises, and if not, have an honest discussion about why they were broken. 6. Venting is ok, winging with no solution is just toxic.

Micromanaging and too much structure hinders innovation. Assuming mission, goals and organizational priorities were articulated: (1.) Create a culture that shows you trust your employees by focusing on the “What” (is needed); “When” (is needed); “Why” (is needed). Then explain what are the constraints ($, time…,). Let the “How” (to do it) up to the employee while ensuring you are available if they have issues with the “How”. That’s a great way to know who is innovative and who is not. And who can be trusted. (2.) Those employees who excelled on #1 (above) can come with an idea or proposal and have 10, 20, or 25% of their time to executed. While the other 90-75% of their time is used for the typical assignments — while using #1 above.

I think in this instance the culture must be one of open and honest communication. Why we always want to strive for innovation, too often that comes at the price of current processes and procedures. As long as you are servicing your clients with their current needs while trying to innovate for the future, both are possible.

One of the ways to foster an innovative culture is to be sure to praise an idea that didn't work. Point out the innovation and have the person identify why the idea didn't work. Then open it up to anyone who can solve the problem that crippled the innovation. By praising new ideas, especially the ones that don't work, people will see you are serious about innovation, even if the innovation didn't work.

Innovation requires dedicated time. By scheduling your day with time for production, time for collaboration, time for breaks, and time for deep thought/innovation. Innovation can also be born of collaborative work, so if there are team members who thrive in that environment, their dedicated innovation time could be done in a multidisciplinary group.

Establece un laboratorio dentro de la empresa que se dedique a la creación de prototipos rápidos para nuevas ideas. Esto permitirá experimentar con nuevas tecnologías y metodologías de manera estructurada, reduciendo el riesgo y acelerando la implementación de innovaciones viables.

There is should be proper balance between important work and urgent work. Team need to more educate to understand handling updated equipment or software or chemicals. Need to give them proper training. There is necessary lots of patience and knowledge. Feel free to share the ideas to make unique team bounding.

To achieve maximized productivity, resource availability and well skilled team is key. As a team lead you must ensure that this two are available so that the innovative ideas of the team can be tested before implementation.

Lastly, it's important to monitor progress and make adjustments as necessary. Regularly review how well the balance between structure and innovation is being maintained. Solicit feedback from your team on what's working and what isn't, and be prepared to tweak processes or goals to better serve the team's needs. Continuous improvement should be a shared objective, with a focus on refining the balance over time.

Utiliza herramientas de análisis predictivo para evaluar el éxito potencial de nuevas ideas basándose en datos históricos de innovaciones anteriores. Esto ayudará a ajustar las estrategias de innovación de manera proactiva y basada en evidencia, optimizando los recursos y esfuerzos del equipo.

An example of this would be to create check points for your team and ensure you have meetings to see how you need to adjust if needed. Including your team allows you to see the different perspectives.

Change is intensely personal. For change to occur in any organization, each individual must think, feel, or do something different. Even in large organizations, which depend on thousands of employees understanding company strategies well enough to translate them into appropriate actions, leaders must win their followers one by one.

I would suggest to make one platform where team can feel free to share their ideas. Make fun and work together. Yes, problem will arise. Need to handle with proper way within company policy. Need to create people management. Where team should understand the people first.

Propongo el uso de realidad virtual para simular escenarios de negocios donde los empleados puedan experimentar y responder a desafíos estructurales y creativos en un entorno controlado y completamente inmersivo. Esto podría mejorar la comprensión de las dinámicas del equipo y la eficacia de las estrategias propuestas.

It's essential to establish clear goals, encourage open communication, allocate resources wisely, set boundaries, promote collaboration, and celebrate successes. encouraging teamwork, and acknowledging achievements

Ensure leadership supports and values both structured approaches and innovation. Leaders can set the tone, provide guidance, and allocate resources effectively.

Striking a balance between structure and innovation can be challenging, but it's possible. By setting clear goals and expectations while allowing for flexibility, implementing frameworks like agile or design thinking methodologies, and empowering team members to make independent decisions, you can create an environment that fosters experimentation and learning from failure. Providing support, resources, and celebrating successes can go a long way in inspiring your team to innovate. Encouraging collaboration and diverse perspectives, while also providing feedback for continuous improvement, can help empower your team to achieve their goals effectively.