How do you balance the need for feedback with the risk of micromanaging your team?

To find the right balance between feedback and micromanagement, establish transparent, measurable goals and expectations for your team. Communicate these clearly and consistently, involving your team in the goal-setting process. Regularly track progress to ensure alignment with objectives. Foster open communication channels to encourage feedback exchange. Empower your team members by granting autonomy within the defined framework, preventing micromanagement pitfalls. Strive for a collaborative environment that values individual contributions while promoting collective success. Regularly review and adjust goals, maintaining flexibility for evolving circumstances.

Quando se estabelece metas e expectativas claras, o microgerenciamento passa longe. Se aquele projeto precisa ser entregue na cor azul e na data de 15/02/2024 n?o faz sentido eu, enquanto gestor, querer o mesmo roxo no dia 10/02/2024. Se eu combino um report com gráficos de pizza e pareto n?o posso, posteriormente, cobrar gráficos de linha ou de barras. Estabelecer o quê e como se quer algo é uma benesse n?o só para o líder, mas para o colaborador atuar de forma efetiva, direcionada e com autonomia necessária para o bom desempenho de suas fun??es.

Balancing the need for feedback with the risk of micromanaging your team is a critical skill in executive leadership. Set clear goals and expectations up front to give team members a concrete understanding of their responsibilities and your standards for success. This clarity empowers them to operate with some autonomy, reducing the need for constant oversight. Regular, structured feedback sessions ensure you stay informed and engaged without overstepping into daily operations. This approach not only fosters trust but also encourages accountability and growth among team members, allowing them to innovate and take initiative within defined boundaries.

Constructive and timely feedback is crucial for team development. ?? Ensure your feedback is specific, addressing behaviors rather than personal traits. Timeliness is key; provide insights close to the triggering event for better understanding and application. Avoid vagueness and judgments, as these can lead to confusion and defensiveness. ? Encourage a culture of continuous improvement by delivering actionable feedback that supports learning and growth. ?? Foster open communication, promoting a positive environment for development and collaboration. ?? Remember, effective feedback is a powerful tool for enhancing team performance and cohesion. ??

Após alinhamento das expectativas, caso estas n?o sejam cumpridas, é chegada a hora de dar feedback(s). Ser específico, detalhando o combinado (entrega, rotina, projeto ) que n?o foi cumprido é crucial para a efetividade da conversa. Aproveite também para entender os motivos do n?o-atendimento, alinhe um novo prazo e pergunte "Podemos recombinar assim?'', seguido de um aperto de m?o. Parece algo simples, mas dar um feedback desta forma, (re)alinhando expectativas desta maneira gera ainda mais compromisso (reduzindo as chances de desvios).

In my experience of managing high level professionals and executives, I provide an extensive amount of positive feedback on a regular basis to my team. This allows them to build their confidence, grow their trust, and learn that they are in a safe place to fail on my team. By the time I do have constructive feedback to share, they understand that it’s for the good of the goal/project etc. By connecting with each team member at a human level early on, it helps them to realize that they have my full support and confidence but as the leader, I will provide real time feedback or guidance to improve performance or to keep a project moving.

Empower your team by granting autonomy and responsibility within their designated roles. Foster a culture of trust, enabling effective delegation and workload reduction. Cultivate a sense of ownership and accountability, encouraging team members to make decisions based on their skills and expertise. Provide support when needed, offering guidance and resources without micromanaging. Avoid undermining confidence by refraining from unnecessary interference, second-guessing, or overruling decisions. Promote creativity and confidence within the team for a more collaborative and productive work environment.

Um gestor (de verdade) entende que ele n?o deve fazer tudo, saber tudo, resolver tudo, enfim, "usar a capa do líder-herói". Logo, capacitar sua equipe servirá como mola propulsora para motiva??o deles, eliminará riscos de microgerenciamento, além de desafogar a si próprio para executar as atividades de gest?o que lhes s?o próprias. Desenvolver o time - e consequentemente potencial(is) sucessor(es) gera ganhos para todos (gestor, colaboradores e empresa).

I agree, allowing your team the autonomy to make critical decisions is absolutely crucial to the longer term success of the team initiatives. One way I have found to allow the team decision making authority while still guide them along the way is to serve as an executive sponsor or advisor for a project. The team understands they have full responsibility for the outcome but it is made clear to them that they should seek input, guidance and positive reinforcement from the executive sponsor to help provide the big picture and nudge the team to consider alternative options when running into roadblocks. This approach allows you to grant full team autonomy but they understand they have ultimate accountability to communicate with the sponsor.

100 percent agree with actively seeking input and feedback from the team. I have a leadership philosophy that I share with every team I lead. Every team has a coach and the coach is necessary to guide the team, provide positive reinforcement, or to help steer the team to achieve high performance. However, while the coach’s role is critical, it’s not any more important than the players on the team. Without the unique skills and talents of each player, there would be no opportunity to play the game. Coaching is a two-way street and providing candid feedback to your coach is the best action you can take to impact the success of the game.

Effective leaders understand that we must constantly adapt to the needs of our team to truly motivate them in a way that is impactful. I’ve witnessed many leaders make the mistake of not adjusting their style and it has completely backfired on them. It is imperative to understand that leading individuals who have worked at the executive level are not going to appreciate a hand-on approach. Similarly, a less tenured team member may need extra support, guidance and reassurance as they are still building their skills in their role. Taking the time to get better acquainted with your team early on will help you to understand how they work best and what motivates them to achieve high performance.

Celebrating successes and learning from failures are vital steps in fostering a positive team environment. Acknowledge achievements to boost morale and motivation ??. Recognition promotes a supportive team culture, fostering camaraderie. Constructive feedback ensures balanced communication, aiding personal and collective growth ??. Embrace setbacks as learning opportunities, cultivating a resilient mindset. By addressing mistakes openly, you create a transparent and accountable work atmosphere. Encourage a culture of continuous improvement and innovation within your team. This holistic approach contributes to long-term success and team cohesion. ??

It is so critical to establish with the team early on that it is a safe place to fail and make mistakes. A best practice approach is to communicate with the team that we will celebrate successes together but we will also fail together and learn from our failures.