How can you delegate effectively in the performing stage?

Trusting also requires giving the team appropriate authority in order to fulfill a responsibility. Moreover, since everyone is working as a team, it's not just that a delegator needs to trust the team but also the team members has to trust each other for their work.

Delegating effectively in the performing stage is crucial for team leaders. Trust is key—trust in your team's skills, autonomy, and decision-making. Respect their ideas, communicate goals, and provide support. Avoid micromanaging and appreciate their contributions. Empower your team to excel, and you'll achieve more together. #EffectiveLeadership #TeamEmpowerment #TrustAndDelegation

To trust is not just to trust blindly, one must delegate enough to create smart trust as smart trust builds a long term and sustainable structure where delegation is more effective and wider in reach! Smart trust emerges from competence and results, so when one shows competence, one must be given a change and the results shall be observed over a period of time, it is not necessary if any team member has produced results, she is competent enough!

Trusting your team demonstrates confidence in their abilities, encourages initiative, and builds a positive work environment where everyone can thrive.

In my experience, it is also productive to trust a team member who has the required skills and motivation to achieve the delegated task rather than micromanaging the team member. One peculiar thing I noticed is, when the team member refuses to accept the assigned manageable timeline and responsibility and while doing so loses the trust of the team leader. This dysfunctional behavior breaks down the functioning of an effective team. It can hamper the productivity and effectiveness of the department as a whole.

The communication channels you would use would largely depend on the message and it's form, the urgency of the message, the audience it needs to reach and the criticality of it. The above factors would also affect the frequency of communication.

Regular communication nurtures understanding, alignment, and cohesion within the team, leading to improved collaboration and better outcomes.

There is no doubt about the fact that effective communication results in effective delegation. If the employee has not been properly communicated about the timeline, scope and importance of the assignment, how can the employee be expected to achieve the desired results? Moreover, there may be some logical questions in the mind of the team member that need to be addressed at the time of delegation.

Feedback guides growth, refines performance, and reinforces a culture of continuous improvement within the team. Feedback is fundamental.

Feedback completes the loop of delegation by not keeping it open-ended. It is very effective in terms of informing the team member about team members' achievements and areas of improvement. However, we should be careful in our feedback while communicating the areas of improvement and word it in such a way that the team member is not hurt and takes the feedback positively. This will not only boost the morale of the team member but also result in improved future performance and strengthen the bond among team members.

Recognition uplifts morale, reinforces value, and motivates team members to sustain their dedication and contributions. It is a way of showing your appreciation.

It is a good thing to recognize the better performance of the team members. The recognition should not only come from the department head, but depending on the size of the company should come from the top management. It has been observed that in many cases the employee expects more than just verbal or written praise, therefore, in my opinion, it must also be coupled with some monetary incentive in the form of shares of the company, spot cash reward or increase in the salary of the team member.

Ownership. Ensure the team member takes ownership of the delegated responsibility or work. This could be through co-defining outcomes and having the team member take the initiative to measure and report outcomes. Empowerment. Together with the team member define the parameters for empowerment so the team member has the resources and authority to deliver the required results and outcomes without having to be micromanaged for every small decision. Examples of parameters could include budget, time frames, risk tolerance levels, service turnaround time ranges.

Big Picture View with relevance to their specific objective which is being delegated to achieve planned performance - Giving an overview of the goal that the teams are contributing towards though their delegated responsibility is not whole goal per se, the clarity as to why helps team to be more nimble, agile and team eventually ends being high performing team. The understanding of how delegated feels fitting into organisational goals helps them grow to be not only effective and efficient but also look for the course corrections in time to ensure higher rate of success.