Here's how you can establish effective communication and expectations while delegating tasks.

A delega??o planejada bem-sucedida necessita de uma comunica??o eficaz que vai desde o detalhamento até informa??es necessárias para compreens?o de forma simples e direta da tarefa, como a defini??o de prazos realistas. Outro ponto importante é necessidade do acompanhamento sistemático do avan?o da tarefa para fazer se necessário ajustes e ou corre??o do percurso e em paralelo o fornecimento de feedback com insights para aprimoramento.

Imagine a football team without any roles? The furthest they’d get is a flight ticket back home. Roll up your sleeves and define roles.

O primeiro passo é explicar claramente o que precisa ser feito. Isso inclui: - o resultado esperado - o prazo - e os critérios de sucesso para a tarefa ser entendida como concluída. Se necessário, pe?a que a pessoa repita com as palavras dela o que entendeu da atividade. Assegure-se de que a pessoa tem acesso a todas as ferramentas, informa??es e recursos necessários para completar a tarefa. Além disso, é importante fazer o acompanhamento da evolu??o da tarefa, principalmente daquelas que demandam mais tempo – mas busque evitar o microgerenciamento. Por último e n?o menos importante, esteja disponível para fornecer suporte e tirar eventuais dúvidas.

Integrating the RACI matrix (Responsible, Accountable, Consulted, Informed) when defining roles can significantly enhance clarity and accountability within a team. By mapping out who is responsible for each task, who is accountable for its completion, who needs to be consulted, and who should be kept informed, you create a structured approach that minimizes confusion. Additionally, clearly identifying the phases of a project along with the Definition of Ready (DOR) and Definition of Done (DOD) ensures that all team members have a mutual understanding of when a task is ready to start and when it is considered complete, further streamlining the workflow and enhancing productivity.

Clear communication & expectations leads to Successful delegation. 1. Be clear about what is the specific goal? 2. Set achievable deadlines with milestones 3. Explain the task's significance and how it contributes to the overall goal 4. Make it clear that asking questions is not a sign of weakness but a way to ensure understanding 5. Listening builds respect and collaboration 6. Delegate Complex task by meeting and Simple task by email 7. Delegate tasks that align with the person's strengths and experience level 8. Provide access to any necessary tools, training, or information to complete the task 9. Take regular updates on communication plan and catch roadblocks early for course correction 10. Guide & praise their achievement.

By utilising SMART Goals, frame the task by outlining SMART objectives (Specific, Measurable, Achievable, Relevant, and Time-bound). This provides clarity on what needs to be accomplished and by when. You can discuss the objectives with the team member you're delegating to. This ensure they understand the "why" behind the task and how it contributes to the bigger picture.

Die SMART-Kriterien sind eine bew?hrte Methode, um Ziele zu definieren. Indem wir diese Kriterien anwenden, stellen wir sicher, dass unsere Ziele klar verstanden werden und einen klaren Weg zur Umsetzung bieten. Spezifische Ziele vermeiden Missverst?ndnisse und sorgen für Fokus. Messbare Ziele erm?glichen es uns, den Fortschritt zu verfolgen und Anpassungen vorzunehmen. Erreichbare Ziele sind realistisch und motivierend. Relevante Ziele sind auf die Gesamtvision ausgerichtet. Zeitgebundene Ziele setzen einen klaren Rahmen. In der Praxis sollten wir diese Kriterien nutzen, um unsere Ziele zu formulieren und sicherzustellen, dass alle Teammitglieder auf derselben Seite stehen. Klare Ziele f?rdern die Zusammenarbeit und Effizienz. ??

??tie task completion to specific metrics. If you are delegating tasks then empower your delegates by quantifying for them how these tasks will highlight their skills and tie back to performance rewards

The "Definition of Done" is key for working as an agile team - it is an agreement and commitment of the development team and the product owner on what criteria have to be met to consider the backlog items "done". As part of a sprint, the definition of done is - Specific as it relates to a number of user or enabler stories - measurable as it can be assessed by the criteria given - achievable as per the planning discussion which led to the team committing to deliver - relevant and realistic - as the product owner chose the user stories that create most value in the next sprint - time-bound as the user stories have to be done by the end if the sprint In the sprint review, the definition of done will be assessed.

We should always make it a point to set clear and achievable goals for the day. For example, a simple objective can be finalizing a feasibility study for a new business opportunity. By outlining this specific goal, the team remained focused and driven, ultimately completing the task ahead of schedule.

A team that doesn’t know what they are doing is not a team but a group of confused individuals. Would you stay silent on a phone call? Without proper communication we can’t build a successful business.

Incorporating clear communication into your delegation strategy aligns seamlessly with the principles of the Scrum methodology. Daily stand-ups, a core component of Scrum, provide an excellent platform for ensuring that instructions are understood and any obstacles are promptly addressed. This iterative approach not only reinforces clarity but also fosters continuous feedback and adjustment, ultimately enhancing team productivity and alignment with project goals.

Open door policy. Don't leave room for ambiguity. Clearly outline the task itself, the specific objectives you want to achieve, and the expected deliverables. Provide context and background information if necessary. The more your team member understands the "why" behind the task, the better equipped they'll be to complete it effectively.

Utiliser un langage simple et sans ambigu?té, puis vérifier que les instructions sont bien comprises, permet de prévenir toute confusion. Encourager les questions et fournir des réponses détaillées renforcent cette clarté. Il ne faut pas oublier qu’une bonne communication est bidirectionnelle ; écouter est tout aussi important que parler.

I found that in communication the devil is in the detail. - often people use ?big“ words like collaboration or teamwork without making sure that both (or all) parties are aligned on what those really mean - just asking if the other person has understood is not enough. We all interpret and might have not understood the actual message. A manager/leader asks the right questions to make sure the message is being understood. - I find it extremely helpful to define what ?success“ for the task means - that gets rid of all potential misunderstandings about how the result is supposed to look like.

Para que a equipe execute suas tarefas de maneira eficaz, é essencial fornecer os recursos necessários. Isso pode incluir acesso a ferramentas, tecnologias, informa??es, e apoio logístico. Garanta que todos tenham o que precisam para realizar suas tarefas e estejam cientes de onde e como acessar esses recursos.

Die Betonung auf die Bereitstellung von Ressourcen für ein erfolgreiches Team ist zwar wichtig, aber sie kann auch zu einer überlastung führen. Wenn wir zu viele Ressourcen bereitstellen, besteht die Gefahr, dass wir die Selbstst?ndigkeit und Probleml?sungsf?higkeiten der Teammitglieder untergraben. Ein ausgewogenes Verh?ltnis zwischen Unterstützung und Autonomie ist entscheidend. Au?erdem sollten wir sicherstellen, dass die Ressourcen fair verteilt sind, um Ungleichheiten zu vermeiden. ????

This part in Scrum links to having the financial resources and all the people in the team that have the skills and competencies to work on the user stories and successfully deliver solutions. I have seen many times where either budget or skills / competencies were lacking - and when these impediments were resolved with the help of stakeholders / managers, the team became successful, sensing the support of the ones who send them on their mission. This comes back to the business owners / stakeholders creating the right environment for the team to be successful.

Je suis parfaitement en accord avec l’idée que la fixation d’objectifs clairs et mesurables est cruciale pour harmoniser les efforts de l’équipe. En utilisant les critères SMART, on s’assure que chaque objectif est bien défini, réalisable et pertinent, ce qui donne aux membres de l’équipe une vision précise de ce qu’ils doivent accomplir. Cette clarté permet non seulement de suivre les progrès efficacement, mais aussi d’apporter le soutien nécessaire en cas de besoin. Une telle approche structurée est indispensable pour atteindre les résultats souhaités et maintenir la motivation de l’équipe.

I totally concur with the perspective that resources must be availed for the task at hand. Ensure that the person has access to all the resources and information they need to complete the task successfully. This could include tools, training, support, or relevant documents. It would be foolish hardy to expect results in the absence of the enabling resources. The benchmark is to put yourself I the shoes of the person you’re delegating to, and ask the simple question: “what resources would I need to achieve this task, if I was to do it on my own?” These are the resources you must avail without hesitation.

Monitoring progress in Scrum is done through the events defined - the Sprint itself where the team commits to deliver and is in charge to monitor their progress - the Daily Check-ins where the developers exchange their progress and also review impediments - the Sprint reviews where the team demonstrates to the Product Owner and business owners what results and what value has been created - the Retrospectives - where the team reflects on how their collaboration went, what should be (dis)continued or improved Trust in the team is key for working according to Scrum - the team finds the way how to deliver what is requested based on debates and mutual commitments.

Check-ins help to determine if activities are yielding the desired or expected results or pivots need to be made. In these fast changing times, speed to market is critical and being able to detect if changes to plans/designs need to be made early on is vital.

In this context, you should determine who will need close supervision and who will feel better with the freedom to move forward once the goals are set. Don't waste time explaining how much you know or how expert you are; listen and adapt!

O monitoramento contínuo do progresso é vital para garantir que as tarefas delegadas estejam sendo executadas conforme planejado. Estabele?a checkpoints regulares para revisar o andamento e fornecer feedback. Use ferramentas de gerenciamento de projetos para acompanhar prazos e marcos, o que ajuda a identificar e resolver problemas rapidamente.

Ich empfehle "Outcome-Driven Retrospectives" einzuführen. Anstatt nur Aufgaben abzuhaken, reflektieren Teams regelm??ig darüber, wie ihre Arbeit Wertsch?pfung und Kundenzufriedenheit beeinflusst. Dies sch?rft den Blick für echten Impact und f?rdert kundenzentrisches Denken auf allen Ebenen. Mitarbeitende lernen zu denken und zu agieren wir gute Unternehmer:innen.

Feedback is what we all feed on. It gives us the knowledge to learn and improve. Feedback is crucial unless you want to go backwards

The role of a leader is to encourage the teams to go beyond their apparent limits. This is possible to achieve with a mix of 3 key ingredients: 1 - Delegation: set ambitious goals and allow the teams to find their path to reach them; 2 - Communication: effectively keep two-ways communication active by mostly listening, reassuring and guiding; 3 - Cross Fertilization: within the teams, with clients and vendors, with external leaders and with company operators. The process of continuous learning reinvigorates teams.

Feedback should be continuous and unfiltered. In innovation, fast and unfiltered feedback may offer insights that lead to a directional pivot and prompt adoption. On the other hand, unfiltered feedback may generate friction between the team memebers. Therefore, it is essential to have an experienced and empathetic leader who can interpret and communicate the feedback and decision back out using languages that unite and motivate the team. Without an inspired tem, there will be no innovation.

Encouraging feedback from your team on the delegation process is best catered by retrospective sessions every two weeks. Using collaborative tools like Miro to log and revisit feedback ensures continuous progression. This practice not only enhances communication and expectation-setting but also fosters a culture of trust and mutual respect, driving collective success.

Certamente, incentivar o feedback da equipe sobre o processo de delega??o é fundamental. Esse feedback n?o só oferece insights valiosos para aprimorar a comunica??o e a defini??o de expectativas, mas também promove uma cultura de melhoria contínua e diálogo aberto. Ao acolher o feedback, demonstramos que valorizamos as opini?es da equipe e estamos comprometidos em trabalhar juntos para alcan?ar os melhores resultados.

It's essential to maintain a supportive and motivating environment. We should make it a point to recognize and celebrate small wins, whether it's completing a challenging task or achieving a milestone. This positive reinforcement not only boosts morale but also fosters a culture of continuous improvement and innovation within the team.

Establishing effective communication and expectations when delegating tasks: 1. Set Clear Goals: Define the task's purpose and desired outcome. Ensure understanding of success criteria. 2. Outline Expectations: Specify deadlines, priorities, and quality standards. Detail required deliverables. 3. Regular Check-ins: Schedule brief updates to monitor progress. Provide timely feedback and adjustments. Clear communication and expectations ensure successful delegation. #DhandheKaFunda

Embrace silence. The best delegation happens when you vanish. Let your team flounder, fail, and figure it out. I have been there and it worked wonders for me. Clear expectations are crutches. Ambiguity breeds creativity. True leaders don't explain. They disappear and reappear only to celebrate victories they didn't directly create. The only caveat - do this with people that you feel can manage ambiguity.

Estabelecer confian?a entre a lideran?a e a equipe é fundamental. Confie nas capacidades dos membros da equipe para realizar suas tarefas e evite o microgerenciamento. Mostre confian?a em suas habilidades e ofere?a apoio quando necessário, o que promove um ambiente de trabalho positivo e produtivo.