Here's how you can ensure every team member is heard and valued.

Active listening is critical to full understand speakers perspective and ask good questions, which ultimately lead to possible solutions. Active listening also enables catching body language signals thereby enriching and validating the spoken word. Most importantly, active listening demonstrates that we respect and trust our colleagues, partners and clients. It takes extra effort, but the rewards are worth many times over.

A escuta ativa é a base do hábito “primeiro compreenda pra depois ser compreendido”. Esse é um dos 7 hábitos das pessoas altamente eficazes - conforme defende Stephen Covey. A escuta ativa deve ser também revestida de uma postura empática, em que genuinamente estamos interessados em compreender o ponto de vista do outro e absorver dele aprendizado e conhecimento. N?o devemos ouvir simplesmente com o objetivo de formular uma resposta. Praticar a escuta ativa refina a comunica??o e contribui para a constru??o de confian?a. Além disso é uma forma consistente de resolver conflitos. Quando praticamos a escuta ativa, ampliamos perspectivas e a qualidade da tomada de decis?es.

Para uma boa tática de escuta ativa existem duas coisas muito importantes na gest?o de sua unidade, negócio ou empresa: - ciclo de reuni?es ativos de forma 360 - reuni?es de feedback individual com periodicidade máxima de 3 meses com sua equipe direta. Mantendo essas duas coisa você sempre poderá aprimorar seu trabalho conforme a vis?o das pessoas que est?o evoluindo junto com você no negócio, além de manter todos seus subordinados motivados e seguros de suas fun??es e atividades.

Active listening is the most important aspect of communication, most of us lack it. We should put in a lot of effort to ensure that we become better at listening. It's imperative to listen to understand rather than to listen to respond.

Scheduling regular 15-30 minute sessions where team members freely express their thoughts, while you listen and take notes, and then quickly implementing a "quick win" based on their input, offers several benefits: - **Enhanced Morale**: Employees feel valued and engaged. - **Improved Communication**: Fosters understanding and collaboration. - **Increased Innovation**: Sparks creative solutions. - **Quick Problem-Solving**: Swiftly addresses issues. - **Empowered Team**: Members feel ownership and accountability. - **Better Decisions**: Diverse perspectives lead to informed choices. - **Strengthened Cohesion**: Builds trust and teamwork. - **Continuous Improvement**: Promotes agility and innovation. This approach creates a positive impact

As a leader inclusivity is an important trait to embrace and practice. While leading team meetings, it is important to ensure all voices are encouraged and heard (this is where your listening skills will be important). Acknowledgement of ideas is important to drive consistent behavior. Eventually you create a high engagement culture where prople come with problems and resolve with solutions through collective group thinking. This is where you elevate your team as a leader while taking on the role of a facilitator.

In my experience, I try to include 3 periods in each meeting: -Around the table for the discussion at hand -Call on those who have not said much to ensure he/she has the opportunity to add to the meeting -Finish with a final around the table for closing items after we have assigned tasks as meeting output

Estruturar as reuni?es de forma a dar voz a todos os presentes é fundamental para promover a diversidade de ideias e experiências. Alguns métodos eficazes para tornar as reuni?es mais inclusivas incluem: 1. Estabelecer um sistema em que cada pessoa tenha um momento designado para falar, garantindo que todos tenham a oportunidade de expressar suas opini?es. 2. Utilizar um objeto simbólico, como um bast?o, que indica quem tem permiss?o para falar. Isso ajuda a manter a ordem e a equidade na participa??o. 3. Incentivar ativamente os membros mais silenciosos da equipe a compartilhar suas ideias, fazendo perguntas diretas e demonstrando interesse em suas contribui??es.

Muitas empresas n?o tem o processo de se??es de feedback estruturadas, n?o possuem feedback 360, o que é bastante importante para o desenvolvimento do colaborador. Para que os líderes deem feedback, eles precisam ser treinados e também precisam estar abertos a receber. “Feedback é um presente. Se eu te dou feedback é porque acredito na sua capacidade de desenvolvimento.” Seja aberto a dar feedback e principalmente a recebê-lo!

Feedback parece simples, mas é algo que precisa ser bem estruturado. O gestor e o receptor precisam estar preparados, com fatos em m?os, para poder gerar uma discuss?o rica e saudável. Além disso, é importante que se reserve um tempo para tal, para que n?o tenha interrup??es ou algo muito "jogado" que cause desconfortos futuros.

The problem with most people’s view of feedback is that it is normally only in one direction, down. Many times leaders fail to seek feedback from their subordinates. Feedback needs to go both ways. Without proper feedback, bosses and leaders may think all is right in the world even if they are standing on a ticking time bomb.

é realmente importante oferecer diferentes canais de feedback para os membros da equipe, pois nem todos se sentem à vontade da mesma forma para compartilhar suas opini?es e sugest?es. Ao proporcionar uma variedade de op??es, você aumenta as chances de receber insights. Alguns exemplos de canais de feedback: 1.Encontros one-on-one onde os membros da equipe podem expressar suas opini?es, preocupa??es e ideias de forma mais privada e personalizada. 2. Ferramentas digitais que permitem aos colaboradores enviar feedback de forma an?nima e conveniente, sem a necessidade de se exporem diretamente. 3. Locais físicos onde os membros da equipe podem depositar sugest?es de forma an?nima, proporcionando uma maneira discreta e compartilhe feedback.

Establishing multiple channels for feedback may not just be about ensuring all voices are heard; consider cultivating an inclusive environment where diverse perspectives can thrive. By taking this method of offering various feedback options, you openly acknowledge different communication styles and comfort levels within your team, thus fostering a culture of openness and trust. This multiplicity approach not only enhances the quality and depth of insights gathered, but also empowers teams to contribute meaningfully without fear of judgment. Ultimately, it’s about creating and fostering a dynamic feedback ecosystem/culture that values the unique contributions of each individual, which in turn, drives innovation and continuous improvement.

Engage Fully: Show genuine interest in what team members are saying by maintaining eye contact, nodding, and summarizing their points. Avoid Interrupting: Let team members finish their thoughts without interruption and ask clarifying questions to ensure understanding.

To ensure every team member is heard and valued, schedule regular one on one meetings, implement diverse recognition programs, and encourage inclusive decision making. Rotate responsibilities, create safe spaces for dialogue, and celebrate diversity and inclusion to foster a positive and engaging workplace culture.

Reconhecer e valorizar as contribui??es de cada membro da equipe é fundamental para manter um ambiente de trabalho positivo e motivador. Celebrar as conquistas, por menores que sejam, é uma maneira poderosa de demonstrar apre?o e incentivar o engajamento dos colaboradores. Práticas simples que podem ser implementadas: 1.Durante reuni?es de equipe ou em outros espa?os, destacar as realiza??es individuais ou em grupo e elogiar o trabalho bem feito. 2.Enviar mensagens escritas personalizadas, seja por e-mail ou em forma de cart?o, expressando gratid?o pelos esfor?os e contribui??es de cada membro. 3.Incluir referências positivas sobre o trabalho dos colaboradores em boletins informativos da empresa ou outras formas de comunica??o interna.

Reconhecer e valorizar as contribui??es de cada membro da equipe é fundamental para manter a motiva??o e a moral elevadas. Celebrar as conquistas, por menores que sejam. Implementar práticas de reconhecimento pode incluir gestos simples, como um elogio público durante uma reuni?o de equipe, uma nota de agradecimento personalizada ou até mesmo uma men??o em um boletim informativo da empresa. Essas a??es n?o apenas destacam o trabalho realizado, mas também incentivam os colaboradores a continuarem se empenhando e contribuindo de forma positiva. Quando os membros da equipe se sentem valorizados e reconhecidos pelo seu trabalho, eles tendem a se engajar ainda mais nas atividades do grupo, demonstrando maior comprometimento e entusiasmo.

Recognizing efforts has a profound impact on both individual motivation and team inspiration. Criticism is best delivered in person to maintain respect and privacy, whereas recognition should be celebrated openly. Being praised for hard work satisfies a fundamental human need, and when done consistently, it not only boosts team morale but also cultivates a culture of positive feedback within the team. Implementing structured HR policies for recognition, alongside informal leadership-driven practices, nurtures a culture where positivity and hard work are encouraged. This dual approach motivates employees to go above and beyond, fostering a collective drive to achieve and excel across the organization.

Dar autonomia à equipe é um dos principais comportamentos de um líder engajador. Um ambiente caracterizado pela autonomia requer alinhamento - que pode ser dado pela defini??o de diretrizes conhecidas e legitimadas por todos. Um ambiente de autonomia além de elevar o engajamento abre espa?o para a iniciativa das pessoas - que passam a explorar mais seus dons e virtudes a favor dos projetos. Isso permite elevar a aplica??o do potencial das pessoas no trabalho - construindo um ambiente de confian?a crescente, em que as pessoas se desenvolvem e aplicam criatividade e inova??o na solu??o dos problemas que aparecem.

Speak last, ask for everyone’s opinion, never force a shy team member to speak. Do it in private. Not all team members enjoy open forums. A one to one can be as valuable as a thirty person town hall. Suppress the noisy, listen to the introvert. The job of a leader is to make decisions, the job of that persons team is to help them make the right one. You cannot be helped if you cannot listen.

At Onesal, we believe in empowering our team members by entrusting them with responsibilities, which significantly boosts their involvement. Our exploratory creative approach allows team members to take ownership of creative developments. When their work leads to success, such as winning awards or securing projects, they feel a strong sense of contribution to the studio. We also offer training and development opportunities to build their skills and confidence, encouraging them to take initiative and voice their opinions, knowing they have a stake in the team's success and are valued for their unique creative vision.

Trust and transparency are two sides of the same coin. While trust brings about a feeling of reliability, transparency means that every team member is confident that nothing relevant is hidden. The lack of either makes open communication, the key to empowering teams, fall apart. Workplace flexibility comes in many forms, such as remote work, flexible hours, or working full-time over fewer days. The aim is to give employees more control over their work, help them balance work and life, and keep them happy and productive in the long run. It also attracts the best employees and reduces company costs. Public acknowledgment in meetings is a great way to celebrate those who consistently go the extra mile.

Empoderar os membros da equipe é uma estratégia poderosa para aumentar o engajamento e a produtividade no ambiente de trabalho. Algumas estratégias de empoderamento que podem ser adotadas incluem: 1.Atribuir tarefas desafiadoras e permitir que os membros da equipe tomem decis?es relacionadas ao seu trabalho, promovendo um senso de autonomia e confian?a. 2.Oferecer treinamentos, workshops e programas de desenvolvimento profissional para capacitar os colaboradores a aprimorar suas habilidades e competências. 3.Fornecer retorno regular e construtivo sobre o desempenho dos colaboradores, destacando seus pontos fortes e áreas de melhoria para incentivá-los a crescer e se desenvolver.

Effective conflict resolution ensures that all perspectives are heard without letting disagreements hinder teamwork. When conflicts arise, address them promptly and impartially. Create a safe space for open dialogue and encourage team members to express their viewpoints respectfully. By mediating conflicts fairly, you demonstrate that every opinion is valuable and that finding a collaborative solution is a priority. This approach not only resolves issues efficiently but also reinforces a culture of respect and understanding within the team, ensuring that conflicts lead to growth and improved team dynamics rather than division.

A resolu??o eficaz de conflitos é essencial para manter a harmonia e a produtividade dentro de uma equipe. Quando surgirem desentendimentos ou discordancias, é importante abordá-los de forma rápida e imparcial, garantindo que todas as perspectivas sejam ouvidas e consideradas. Estabelecer um ambiente onde os membros da equipe se sintam confortáveis para expressar suas opini?es e preocupa??es, promovendo um diálogo aberto e respeitoso. Praticar a escuta atenta para compreender os diferentes pontos de vista envolvidos no conflito, demonstrando empatia e interesse genuíno nas quest?es levantadas. Ao intervir em conflitos, manter uma postura imparcial e focada na busca por solu??es que atendam aos interesses de ambas as partes envolvidas.

When conflicts arise, we need to address them promptly and impartially. Having both parties have open dialogue with you not only allows the appropriate questions to be asked as to why this conflict has occurred- it also helps with emotional development. Our part as leaders is to make sure all parties are heard in a way that doesn’t hinder productivity and without putting the other parties down.

Con base en mi experiencia profesional, asegurar que todos los miembros del equipo se sientan escuchados y valorados es fundamental para el éxito colectivo. En mi rol como Asistente de Dirección, siempre promoví un entorno de comunicación abierta. Organizaba reuniones periódicas donde cada miembro podía expresar sus ideas y preocupaciones. Durante la resolución de conflictos, actué como mediador imparcial, fomentando el respeto mutuo y la búsqueda de soluciones colaborativas. También utilicé mi experiencia en formación continua para empoderar a los nuevos coaches, garantizando que cada voz fuera reconocida y apreciada. Esta práctica no solo mejoró la cohesión del equipo, sino que también impulsó nuestro rendimiento general.

Effective conflict resolution is important to get all perspectives are heard without hindering teamwork. If left unattended, teamwork can be drastically negatively affected. Address conflicts promptly and impartially, creating a safe space for respectful dialogue. By mediating fairly, you show that every opinion is valuable and collaborative solutions are a priority. Using Nonviolent Communication (NVC) focuses on expressing feelings and needs without blame, fostering empathy and understanding. I have found repeatedly that this approach creates a supportive environment where team members feel safe to share thoughts and emotions leading to constructive problem-solving and a culture of mutual respect.

All the above is correct. But the very first thing a leader needs to do is to be humble enough to create an evironment where everyone can feel safe to openly share their opinion and respected regardless what is their background without any worry of repercussion. Whaever instrument or protocol in place, will have no meaning if the leader is self centered and stubborn with his/her own opinion, and worse, listen more from someone outside of their organization instead their own Team. It immediately destroy the team confidence, trust and sending a wrong signal that the leader does not believing their own team. Remember this, "Leaders who don’t listen will eventually be surrounded by people who have nothing to say"

To ensure every team member is heard and valued, establish regular check-ins where everyone can voice their thoughts. Encourage active listening by setting norms that everyone must follow, such as not interrupting and asking clarifying questions. Rotate meeting facilitators to share leadership. Recognise and appreciate contributions publicly and privately. Foster an inclusive culture by being open to diverse perspectives and addressing biases. Ensure decisions reflect team input, and provide equal opportunities for development and growth.

All the above points contribute in team management, however a team leader should always act in benefit of team member and orient them towards organizational goals.

The team respects and values a team member naturally for their expertise that was demonstrated. When a team member is an expert in something, his words are being listened to. As a team leader - make sure you give each team member an opportunity to master something: a task, an area, etc. In order to do it - find something they are passionate about. Then let them master it. Then you have a win-win situation.