You're leading a team towards success. How can you empower them to take ownership and accountability?

Metas claras = Equipe com foco! Curte e siga para mais dicas de gest?o!" O que me chama a aten??o é como definir metas claras traz um senso de dire??o para a equipe e ajuda cada um a entender seu papel. Na minha opini?o, a maior resistência que você poderá encontrar é a dificuldade em alinhar a vis?o do projeto com as expectativas individuais. O maior desafio? Garantir que todos se sintam parte do processo e estejam comprometidos com os resultados. Cuidado: evite metas muito amplas ou confusas. Quer uma dica prática? Fa?a revis?es regulares para garantir que as metas continuem relevantes. Curtiu? Dá um like!

Give the team member complete freedom and trust their skills and ask them to push the boundaries, do the innovation and take full responsibility and NOT to micro-manage them. This will give team a sense of ownership and make them feel responsible for the tasks assigned.

Step back. The best managers are those who do not take up all the air in the room. Give space for team to make decisions on their own and most importantly, let them take calculated risks so that they not only made the choice but can own the success or failure. And if failure comes, don't punish, take a moment a guide them on what was learned. Success or failure, Agile is about learning.

Avoiding micro management helps the team learn and grow. As a manager the main role is empowering and investing in your team, trust them to take decisions and learn if there were any mistakes, guide them through constant constructive feedback and showcase their work whenever you get the chance to create a team of superstars and future leaders for your entity.

If team members don’t feel comfortable with one another, able to share weaknesses and doubts because they fear judgment, they won’t create an environment where everyone feels safe to ask for help, be open and remain transparent. In The Five Dysfunctions of a Team, Patrick Lencioni defines trust as the foundation for building any high-performance team (accountably lies in the fourth level). Written as a fable, this is a must-read for any leader who wishes to understand the dynamics of a high-performing team, where accountability is just one of the essential behaviors.

A confian?a é a base em qualquer relacionamento família, amigos e corporativo. Trazendo para o mundo corporativo e sobre responsabilidade, as vezes os líderes eram achando que todos tem a mesma maturidade e comprometimento. Onde o ideal antes de delegar é entender o perfil, alinhar as expectativas e acompanhar. Alguns acompanhar mais de perto e outros com menos intensidade, mas sempre deixando claro o propósito e se está delegando é porque confia, realizar os “check” n?o é só para cobran?a, mas também para apoiar se necessário.

I foster trust by cultivating an open and supportive environment where team members feel safe to share ideas and concerns. By leading through reliable and transparent actions, I empower the team to make decisions and delegate responsibilities, which builds confidence. Regular, honest communication and recognition of individual contributions enhance mutual trust and strengthen team cohesion.

Trust is the foundation of team ownership and accountability. Assign tasks suiting their skills and provide opportunities for professional growth. This can develop trust and motivate them to take responsibility for completing tasks. Provide autonomy and avoid unnecessary intervention which can stifle creativity and innovation. Be available for guidance and constructive feedback, to ensure successful completion of assigned tasks.

I create a feedback loop by promoting regular, constructive communication between team members and myself. I offer timely, specific feedback on performance and progress while actively soliciting input on challenges and improvements. This two-way communication helps identify issues early, fosters continuous improvement, and keeps everyone aligned and motivated toward shared goals.

Foster inclusive and supportive environment, where feedback is received and delivered with the same enthusiasm. For this they need to assess the process and progress minutely. It will help them identify and address issues immediately When team members collaborate to work towards achieving the main goal, they feel accountable and responsible. Constructive dialogue strengthens the bonding and fosters a culture of continuous learning.

A nivel personal practico la retroalimentación con compromisos no es solo destacar lo que la persona hace y donde puede mejorar, es tambien orientarla a comprometerse en el logro del resultado a pedir ayuda si es necesario

Feedback is one of the best tools for subtly correcting the team's direction and motivating them. Establish feedback as part of the process from the start and use regular retrospectives to maintain alignment. However, be cautious—without sufficient soft skills, feedback can sometimes become demotivating for certain team members.

we keep feedback going by giving each other regular tips on what’s going well and what could be better ??. We make sure to highlight everyone’s strengths and help each other improve ??. We also take time to reflect on our own work and share feedback with teammates ??. This way, we all learn and stay accountable together ??. And of course, we’re open to hearing how we can do better too, because feedback works both ways ??

Empowering a team to take ownership. In order for teams to take ownership they need to be held accountable and accountability starts with providing the right resources and skills. As leaders, we need to ensure our teams are equipped with the tools, information, and support they need to succeed. Just as important is assessing their abilities—do they have the skills required for the tasks at hand? If not, investing in their development is key. Once the foundation of resources and skills is in place, accountability becomes possible. Empowerment comes when team members feel both prepared and trusted to take initiative, make decisions, and learn from their actions.

For success empower your team members, they are your strength. - invest in their professional growth through training sessions and discussions - provide autonomy. They should feel free to make certain decisions - encourage them to regularly explore and experiment without fear of failure - arrange required resources and tools - foster conducive environment where failure is taken as an opportunity rather than a stumbling block - infuse motivation and resilience Team members will take ownership and accountability of their tasks only when they feel empowered.

I empower my team by delegating meaningful tasks, granting decision-making autonomy, and providing necessary resources and support. I promote initiative through clear expectations and opportunities for growth. Regular recognition of achievements and incorporating team input enhances confidence and motivation, fostering a strong sense of ownership and accountability.

Empoderar al equipo implica proporcionarles las herramientas, recursos y autoridad necesarios para el éxito. Por ejemplo: - Fomentar la comunicación abierta y transparente para que todos se sientan cómodos compartiendo ideas y preocupaciones. - Ofrecer oportunidades de desarrollo y capacitación que fortalezcan las habilidades y la confianza del equipo. - Reconocer y recompensar la iniciativa y el liderazgo demostrados por los miembros en sus tareas y proyectos.

Empowering your team is essential for fostering motivation and engagement. By providing the necessary tools and resources—such as training, access to information, and decision-making authority—you enable team members to take control of their work and feel invested in the outcomes. For instance, a team member who has the authority to implement new processes can improve efficiency and morale. Encouraging calculated risks is also vital; when team members feel safe to experiment, it fosters creativity and growth. Supporting them during these endeavors, regardless of the outcome, builds trust and leads to innovation that benefits the entire organization. Empowering your team creates a dynamic environment where everyone strives to excel.

Creating a recognition culture is key to empowering your team to take ownership and accountability. I make it a priority to acknowledge both individual contributions and team achievements. Whether it’s a simple thank-you, a shoutout in a meeting, or a formal reward, recognition shows the team that their efforts are valued. This not only boosts morale but also reinforces the importance of taking ownership. When team members see that their hard work is noticed and appreciated, they’re more motivated to maintain high standards and take responsibility for their tasks, driving the team towards success.

Celebrating successes, no matter how small, reinforces positive behavior. Recognizing individual and team achievements helps people feel valued and motivated to keep pushing forward. It also shows that their hard work and dedication are appreciated. As a Leader I feel making a culture for Recognition is also needed in a organization or with a team work jobs!

Recognizing achievements is key to building a positive team culture. For example, when a team hits a milestone on a project, celebrating with a team lunch or giving out awards can make everyone feel valued. This boosts morale and shows that their hard work matters. A culture of recognition encourages team members to take ownership and strive for high standards.

Recognizing and celebrating achievements is vital for reinforcing a culture of ownership within a team. Acknowledging individual contributions and team milestones whether through a simple thank-you or a formal reward system boosts morale and demonstrates that efforts are valued.For example, celebrating the successful completion of a project with a team lunch or public acknowledgment in a meeting not only highlights individual contributions but also fosters a sense of unity and accomplishment.This culture of recognition makes team members feel appreciated,motivating them to maintain high standards of accountability and strive for continued success.Ultimately, recognition cultivates a positive environment where everyone is encouraged to excel

Es super importante darlo en los momentos que realmente se merecen, pero no confundir responsabilidades del trabajo con esto, esta el ejemplo que se reconoce la puntualidad en los trabajo pero por contrato se nos indica las horas a las que debemos llegar, esto para mi no se debe reconocer, el reconocimiento es cuando hago algo extraordinario para lograr el bien comun

The best way to learn and grow is to take action. By promoting autonomy you are empowering high performers to develop essential skills. In my experience I have found that some leaders are afraid to allow their team members to have a ton of me because they are afraid that mistakes will be made. This results in the team members doubting their ability to perform well. Leaders must avoid micromanaging, because without a member learning from mistakes, their rhworh will be limited.

Trust your team members to make decisions and take ownership of their tasks. This trust can foster a more collaborative and innovative environment.

I feel this also goes into building trust but in my experience I've seen the the highest autonomy when it's correlated with accountability and I mean the accountability that comes from within each team member. This seems to happen most when I allow as much of the mission and related complications to be shared with my team, short of crossing certain lines of course. Often when people feel a part of something that acknowledges and benefits them they will rise to challenges with the capabilities they possess. Solid recognition culture at these times plant seeds for strong future autonomy. On a team we're all bound together, like climbers on an alpine ascent. If you lead make sure your team knows everything they need to to do their jobs.

Empowering a team to take ownership and accountability requires a balance of trust, guidance, and encouragement. I’ve learned that creating a sense of shared purpose is key. During my Undergraduate, I have been assigned to lead a project there, I made it a priority to involve every member of the team in decision-making, allowing them to take charge of different tasks. By giving them the freedom to lead initiatives and supporting their ideas, I witnessed how this ownership led to greater accountability. It's about fostering a culture where team members feel valued, capable, and responsible for the collective success.

Le agregaría la gestión emocional, la cual mejora la capacidad de los equipos para responder en situaciones de crisis, a través de una comunicación precisa y el liderazgo inspirador que garantice la seguridad operativa y la cohesión del equipo. En el mundo empresarial y en la vida, gestionar nuestras emociones de forma positiva no es solo una habilidad, es un pilar del éxito. Las emociones influyen directamente en cómo tomamos decisiones, lideramos equipos y afrontamos desafíos. Cuando gestionamos nuestras emociones, lideramos desde la claridad y el propósito.