What is your experience with team management and how can you improve it?

Le management participatif est la clé du succès; définir les objectifs en collaboration avec l'équipe pour assurer leurs engagement. un feedback permanent et identification des axes d'améliorations Enfin; une communication transparente et un climat de confiance permettant à chaque collaborateur d'exprimer ses idées.

Puede ser interesante mostrar los indicadores de rendimiento y eficiencia del equipo o departamento tanto en tiempo, calidad como en coste, incluyendo por supuesto un pilar fundamental que es la calidad del trabajo y las no conformidades de cara a aplicar lecciones aprendidas guiadas a una mejora continua

You have 2 ears and 1 mouth. Keep that ratio in mind in your communications. Ask questions rather than tell instructions. Be humble and foster open ideas from members of the team. Be ready to delegate and not have it 100% your way.

It is crucial not to shift goals arbitrarily. Consistent goals allow team members to align their efforts and trust in the direction provided. Changing goals can lead to confusion and frustration. Therefore, set clear goals and stick to them unless absolutely necessary. As a leader, truly believing in the goals is vital. This belief is contagious and inspires the team to invest their effort. Shared belief boosts morale and drives success. Effective collaboration requires active listening. Encourage team members to voice their ideas and concerns about the goals and how to achieve them. This leverages diverse perspectives and fosters a culture of mutual respect and innovation. Engaging in meaningful dialogue leads to better decision-making.

Extremely important to be candid in providing feedback to the team members. While it is always better to provide the positive feedback in public, the areas of improvement should be one on one. The effect of doing so is immense. Recognizing team members by words of appreciation, pat on the back and providing confidence to them goes a long way in building a sustainable and self driven team. Being cognizant of the fact that each member is unique and treating them accordingly really helps the cause.

Various types of feedback mechanisms are available: But the most effective is : 360 Degree Evaluation. This gives a well-rounded picture of an individual’s performance

Na minha opini?o o Feedback é uma das melhores ferramentas no universo " Empresa". Desde que, aplicada por pessoas competentes e que sejam imparciais. Só assim essa poderosa ferramenta chamada de "Feedback" ajudará as pequenas, médias e grandes a terem sucesso.

And again, from my experience I would state that the longest possible period for the feedback, preferrably at the team's joint meeting, is one week.

They’re all individuals with different strengths, competencies, and motivations, and effective leaders with emotional intelligence will be able to utilize their quirks and characteristics to increase employee engagement, foster a better work environment, and build trust through active listening. One coworker may not be the most fun to be around, but they’re the most high-performing worker you have, while another’s thoroughness leaves something to be desired, but they’re great at customer engagement. If you’re aware of their strengths and weaknesses, you’ll be able to assign tasks that play to those strengths to get better results for your team.

Implement AI-driven chatbots, for streamlined communication channels that facilitate quicker problem-solving and decision-making processes. Additionally, integrating project management tools with real-time updates and notifications can keep everyone on the same page.

La escucha efectiva es muy importante tanto para acompa?ar el proceso, ver oportunidades de mejora y sumar valiosos aportes de los miembros del equipo, que beneficiará al proyecto y al resto de las personas.

Fundamental num momento em que as empresas trabalham em várias frentes, com dinamicas muito elevadas, com timelines apertados, e em que cada departamento está fortemente dependente do todo, para os resultados que se pretendem. Definindo bem os momentos, podemos tornar reuni?es, briefings, debriefings e brainstormings em momentos de alta produtividade, que recuperam sucessos passados e evitam erros futuros, garantindo alinhamento e eficiência.

There is nothing better for team work than getting to know team members. Here are ideas on how to establish a team: - Invite for a team lunch - Food is not work and topics will be discussed coming straight from personal life - "Camp fire" meet ups: Flexible homeoffice days are important nowadays, but make sure the team comes together to exchange for various topics, e.g. team events, and also regular updates on what's up. - Technology: Use manifold collaborative tools in order to allow creative minds to unite. GoogleDocs for live file editing, Slack for detailed chatting, Webex wir calls, JIRA Boards for task tracking - The list is endless. Meet up. Discuss. Experience. Document learnings. Repeat.

I have found that allowing multiple ways for people to communicate is important. Not all team members thrive in the same type of environments. Collaborative team channels for instant messaging, drop in zoom hours for brainstorming, consistent weekly team meetings, and offering in person meetings. Since so many of us within IT are remote it’s always such a great thing to offer in person times if possible.

Draw broad contours and also be specific about the deliverables. Do not micromanage and be open for dialog all along. Be ready to accept mistakes but impress upon the team to imbibe the learnings from those. Encourage the team to keep adding new skill sets so as to remain relevant in this dynamic world.

This entire approach to team management can be summed up like this: 1) Get the team(s) to sit down and watch the David Marquet YouTube video on “Greatness”, about how he turned the worst performing submarine in the Pacific fleet into the best. 2) Coach your team by reinforcing often that you want them to be self managing, particularly around making decisions 3) Empower them by giving them written authority to make their own decision if they have emailed you for permission for something and you have net responsed. If no response in 24hrs, it’s automatic approval. 4) Get rid of hierarchy 5) Protect them at all costs and take flak for them. And watch the teams fly. It will take months but it will work.

As a Manager, Delegate tasks among team members in the vertical hierarchy and empower each level for decision-making up to certain levels. In addition to that monitoring/supervising is mandatory and whenever new talent emerges, It should be elevated to the next level.

Es esencial involucrar al equipo. Que se sienta parte de cada acción importante. Es imposible que todo pase por una persona, por lo que hay que generar formas de trabajo que empoderen al equipo y permitan llevar una dinámica positiva dentro de la empresa. Una persona puede dar mucho pero un grupo puede dar mucho más que individualmente cada una de las personas, si tiene una buena forma de trabajo.

The worst you can do is trying to do everything on your own. A team is a bunch of experts with specifc expertise and different approaches to solve an issue. There will be more work the more you achieve. The time you need to master a skill is what you couldn't invest for another. Hence, try to find what you are good at and focus on these tasks. At the same time, delegate other tasks that other colleagues can do better. Our modern society has generated wealth by separation of labor on a global scale.

As others have mentioned active listening is so important. Waiting to ensure that you have heard the individual(s) perspective before responding. At times there may not be an immediate apparent solution. Bringing in another manager or higher-up is ok to try and help problem solve and find a solution that will work for everyone.

Calm breeds calm. One of the most effective ways that you can manage conflict is to be cool, calm and collected, and lead by example in showing that conflict can occur with consideration, logic, objectivity, and collaboration. Nobody needs to yell in a corporate environment. If you cannot get your point across with your words, written or spoken, in a respectful and objective manner, you need to focus on emotional regulation and maturity before leading a team.

When I had to manage conflicts and challenges, one key piece was to be an active listener, and put some rules to have the discussions in place, so the people involved agreed to disagree and respected to others opinions. If as a leader you keep calm and with a positive attitude the team will follow by example to address the disagreements and challenges reviews.

Effective conflict management is a cornerstone of successful team management. Encouraging open and honest communication is important. Also, develop clear procedures for addressing conflicts, including mediation and escalation paths.

Effective conflict management in teams hinges on empathetic communication. When disagreements arise, bringing team members together to listen and understand each other as they would a family member is key. This approach moves beyond temporary fixes to foster genuine collaboration. Avoiding blame is crucial. Instead, we should return to basic principles learned in childhood: listen actively, agree on a way forward, and appreciate each other's viewpoints. This cultivates a positive environment where conflicts are transformed into opportunities for growth and stronger teamwork.

Effective leadership hinges on your ability to discern and adapt to the unique needs of each team member. This adaptability is the essence of situational leadership. To lead successfully, you must grasp what drives each individual—motivators vary, with some thriving on challenging projects and others seeking customer engagement opportunities. Equally, be keenly aware of when to offer more support or when a brief check-in suffices. Recognizing and responding to these differences fortifies team dynamics and enhances productivity.

Great teamwork is built on fostering positivity & optimism by promoting a culture that values commitment, care & clear communication between all team members. It leaves no room for negativity to seep in. A positive team is built up of individuals who are devoted to one another & to constant self-improvement, with the knowledge that their efforts can make amazing things happen. A functioning team requires its members to give one another constructive criticism from time to time since this is part of the process for improvement. People are more receptive to criticism when they believe the person providing it has their best interests. This will help create a workplace where people aren’t afraid to give and receive honest feedback.

In my professional experience, leadership is about developing people who are working with you in terms of personal and professional growth. Respecting disagreements and uniting strengths of each individual in the team can help collaboratively achieve organisation goals effectively. Recognition goes an absolutely long way but we need to be flexible about it as per individual the best and my all time favourite in this perspective is the movie 300. So many essential lessons to learn from it to lead a team effectively.

Je pratique désormais le management horizontal. Pas de hiérarchie car cette dernière implique forcément des rapports humains biaisés, empêchés par une retenue bien compréhensible. Je redevient le "chef" quand il faut prendre "LA" décision, celle qui concerne tout le monde mais qui nécessite une prise de responsabilité. Ma seule condition : si je me trompe ce n'est pas mon échec, c'est notre échec.

Rester humble et humain, toujours accessible Garder votre porte ouverte pour que chacun puisse échanger, questionner, évoquer le quotidien, réfléchir ensemble. Quand les problèmes sont évoqués, sans crainte, ni risque, les solutions sont plus faciles à trouver!