Here's how you can lead and manage a team by harnessing assertiveness and confidence.

There are unwritten hierarchies of trust that exist in an organization and structural holes that exist between people or groups. The most effective leaders span those gaps. Continuously share and explain your decision making to others and always lead with your heart.

Lead and manage with assertiveness and confidence by communicating clearly, making decisive decisions, delegating effectively, resolving conflicts assertively, empowering team members, striving for continuous improvement, and leading by example.

I have learnt that, as a leader, you might sometimes have the answer you want and it might be faster to get certain things done yourself. This may work initially but in the long run, it may create a system where no one is interested in contributing to the growth of the organisation you lead. So, give your staff the opportunity to air their views and bring their suggestions, genuinely show interest in what they have suggested and sometimes delegate the responsibility of leading an idea they proposed to them. This may not always work but, when you allow the team to feel comfortable to try and they know they have your support to recover from failure, it will benefit the organisation immensely.

Trust is the direct outcome of an honest, coherent form of communication that is not manipulative. Show your own shortcomings. Do not pretend to be perfect. But model a generative and learning attitude concerning your own weak points. This creates an authentic ground to also be explicit about your expectations. Learn to recognize when you are judgmental, emotionally defensive, aggressive, etc. - own and process your emotions. If you do, people will sense the coherence in your presence. This creates trust. Your emotions and the way you relate to them always shape your communication and people always sense them.

Trust, clear communication and empowerment helps to build assertiveness and confidence in the team. Open discussion on setting individual goals and targets contributing to team goals is one way to achieve greater team coherence and collaboration.

Clarity of goals and mission is an essential part of a team work. This helps communicate and effectively make work easier for the team members. An essential part of leadership is the ability to communicate effectively.

Minha experiência na lideran?a de grupos voluntários na Igreja Messianica Mundial me ensinou o quanto a confian?a é fundamental para condu??o do grupo em torno de objetivos comuns. Para tanto, um fator primordial é que as pessoas percebam no líder a verdadeira empatia para com todos e sintam n?o haver dissonancia entre suas palavras e suas atitudes.

Clear goal setting is crucial for assertive leadership. SMART goals provide clear direction and purpose. They align team efforts and define success. Confidently communicating these goals and their rationale strengthens leadership. It empowers the team to take ownership of their contributions. This clarity fosters commitment and enhances overall performance.

Penso que as metas devem ser desafiadoras, porém realistas. Metas estratosféricas e inalcan?áveis desestimulam os colaboradores, ao invés de desafiá-los. Uma das fases mais importantes do planejamento é elaborar, quantificar, parametrizar e fornecer insumos para o alcance de resultados efetivos e sustentáveis.

Set deadlines is as equally important as setting goals. The goals must be achievable within a certain time framework. Break bigger goals into smaller tasks that can be accomplished fast, this gives you a sense of achievement and rids you off the work monotony.

One thing I have found useful is to engage and provide feedback regularly. The more you engage with your team the more they learn to communicate with you and they will be able to open up when they face challenges or fail to understand the task at hand. This in turn builds trust in the team.

This is true! One can only measure performance if tasks were clearly communicated to in the first place. Poor communication would lead to poor results.

Effective communication is the key for better management. It avoids the clashes among the team members. Good communication harmonizes and motivates the team members to achieve their task in the stipulated time.

Amongst resesrch groups communications is very key because the group must trust and understand themselves and understanding has to do with proper communication. The leadership must learn to take timely action in properly communicating to ease misunderstanding

Clear communication is key to assertive leadership. Articulate expectations, thoughts, and feedback directly but respectfully. This prevents misunderstandings and promotes transparency. Confident communication encourages team members to share ideas openly. It ensures everyone feels heard and valued, fostering a collaborative environment.

I agree. Empowering entails two things. 1. Sporting the strongest and support them to deliver even more &mark the weakest in order to assist them to be the best they can be.

- Delegate to the people with the best skills not based on your chain of command. - If you delegate, trust - Be available without taking control - Define clear expectations and success criteria

In my experience, facilitating open communication and regular check-ins allows team members to voice their thoughts and challenges. Asking open-ended questions helps draw out their ideas and solutions, which strengthens their engagement and ownership. By supporting them in this way, we create a collaborative and supportive environment where everyone thrives. When team members feel empowered, they are more motivated and dedicated to delivering their best work. This approach leads to a more dynamic and innovative team, capable of achieving great success together.

One effective way to empower others in a team is by giving them autonomy and trust. When we provide team members with the freedom to make decisions and the responsibility to carry out tasks, it shows that we trust their capabilities. This not only boosts their confidence but also encourages them to take ownership of their work. Another important aspect is offering support and resources. By ensuring that team members have the tools, training, and guidance they need, we enable them to perform at their best. It’s about being there to help when needed but also stepping back to let them shine. This balance of support and independence can significantly enhance their sense of empowerment

I totally agree! By delegating tasks and trusting your team, you show decisiveness and faith in their abilities. This leads to more autonomy, which boosts morale, sparks innovation, and helps team members grow. When people feel empowered, they’re more engaged and motivated to do their best. I agree with this view because empowerment is key to building a productive and lively workplace where everyone feels valued and inspired to contribute.

Sometimes, the conflict is from interference of cultural beliefs hence can be difficult to resolve as there are no tangibles. What could work is to operate from the get-go standards that every team member knows and abides by. One can never over-emphasise the need for PROMPT interventions.

Conflict has an unfairly bad connotation. Conflicts - if handled correctly - can have a positive, transformative effect on a team. There is often an urge to avoid it at all costs in hopes of sparing someone of hurt feelings, embarrassment, or anger directed at ourselves. But if left unchecked or unacknowledged, it can fester and corrode the team's dynamic. I've often found that pausing so everyone can regroup and asking appreciative questions focused on processes and solutions are critical to resolving conflicts.

Challenging situations in a workplace are best handled with a hefty dose of compassion. It’s best to be direct and honest, while remaining diplomatic and tactful. If someone has done something problematic, address it, find solutions, and then move on. Dwelling on a person’s shortcomings is not helpful or proactive. However, finding ways to improve situations in the future to avoid additional conflicts or issues is indeed a solid approach. Lastly, when emotions are elevated, pausing before addressing the conflict is another excellent tactic. Write the email with the angry fingers, but hold off on sending it until you’ve cooled down enough to edit appropriately. Then, ultimately, say what you want to say, but preferably face-to-face.

El crecimiento profesional también está dado por el tránsito de conflictos. Un líder puede guiar a su equipo para que la toma de decisiones en la resolución de conflictos sea cada vez más acertada.

A formal como se lida com os conflitos diz muito sobre você no ambiente de trabalho. Independente do problema, manter a calma é importante para saber enxergar com clareza o ponto chave a ser solucionado. Além disso, saber ouvir o outro e tentar aprender com situa??es semelhantes far?o toda a diferen?a.

“The learning never stops” - a motto I personally swear by and what is a better way to grow than to improve through feedbacks we can get from people we work with. Creating a two way channel where people can provide their inputs that matters makes them feel valued and creates a system which is not unidirectional - where only Leadership has a say. Also, it’s important to make sure the feedback is constructive and is not aimed at demotivating someone. A great leader always accepts the feedback in a positive way and tries to work on what can be done better to improve the situation or business processes etc

As a manager, one of the most crucial aspects of running a team effectively is embracing the power of feedback! It's about creating an environment where open and honest communication is the norm. By encouraging feedback, we allow our team to identify strengths, address weaknesses, and work towards continuous improvement. Moreover, feedback should be a two-way street. As managers, we should not only provide feedback but also seek it from our team members. Their insights can help us become better leaders and create a more collaborative and productive work environment. Remember, the goal of feedback is not criticism but growth. Let's make it our priority to foster a feedback-friendly culture that propels our team towards success.

O feedback precisa ter estrutura, tempo de qualidade e vis?o de desenvolvimento. Trata-se de uma das ferramentas mais assertivas e poderosas para desenvolver uma equipe e superar desafios. Todos nós precisamos de pessoas que nos dêem feedback, é assim que melhoramos. Uma conversa rápida e superficial n?o contribui para cria??o de vínculos. A lideran?a, tem como uma das atribui??es o desenvolvimento de pessoas, portanto, quanto mais conseguir fornecer feedbacks com qualidade, maior a resposta da equipe e cria??o de um legado poderoso.

No... you shouldn't just encourage feedback, you need to build relationships of trust that proactively solicit, and incorporate feedback into processes and team culture. This isn't driven by 'assertiveness' alone, it requires a degree of self-awareness and a bit of vulnerability to say 'You know, I don't know... what do you think?'

Encouraging feedback is a recognition to the value of your team members, especially their experience and expertise. The feeling of being valued, has a positive impact on how the employee perceive the organization. Also can improve your team members dynamics. Demonstrates leadership commitment to learning and innovation.

I once led a project with tight deadlines and learned valuable lessons in leadership. To start, I met with the team to define our objectives, ensuring everyone clearly understood their roles. I then organized short daily check-ins to track our progress, answer questions, and resolve any roadblocks. Throughout the project, I encouraged team members to make decisions within their roles, which boosted their confidence and fostered a sense of ownership. When setbacks occurred, I focused on solutions, staying calm under pressure to keep the team motivated. In the end, we completed the project on time, and the experience reinforced how a supportive and composed leadership style is key to achieving success together.

Avoiding biases, keeping a positive outlook while managing others , avoiding discouraging remarks on team calls esp by highlighting individuals’ negative performances and maintaining a good relationship with team mates can act as a positive catalyst. When the team stumbles during assignments and firefight deadlines, small acts of kindness go a long way.

Recognising team members, appreciating their efforts, highlighting their strength goes a long way. Don’t be a leader who takes all the credit, be the leader who lets his team take all credit and stand at the back. A leader should be able to put him/herself in the position of the team members, and try to see from their lenses to get the balance view of the situation faces and solve accordingly.

One thing I have found useful is push people to achieve their potential and support them to do it. Give/share opportunities for growth with team members and follow through to make them go for the opportunities.

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