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Last updated on 2024年4月28日

What do you do if your agribusiness organization needs to empower employees through delegated authority?

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In the dynamic world of agribusiness, empowering your team is key to fostering a responsive and innovative work environment. Delegated authority is a crucial strategy in achieving this, as it involves entrusting employees with the responsibility and autonomy to make decisions. This not only enhances their confidence and skill set but also relieves higher management of the burden of micromanaging every task. To effectively delegate, you must first identify which tasks can be handed over and to whom, ensuring that the chosen employees have the necessary skills and resources to succeed.

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Jeferson Oles dos Santos

Especialista em Recrutamento e Sele??o no Agro | Headhunter | RH | Co-fundador da Gera??o C3

1 Define Roles

Defining roles is the cornerstone of effective delegation in agribusiness. You must clearly outline what tasks are being delegated and to whom, ensuring that there is a mutual understanding of expectations. This clarity prevents confusion and overlaps in responsibilities, allowing each team member to focus on their designated duties. It's important that the employees know the extent of their authority and the specific results you're expecting from them. This step sets the foundation for accountability and empowers your employees to take ownership of their new responsibilities.

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Jeferson Oles dos Santos

Especialista em Recrutamento e Sele??o no Agro | Headhunter | RH | Co-fundador da Gera??o C3
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Na minha opini?o essa é a principal etapa e onde a maioria das empresas falham, pois na correria essa etapa é pulada ou feita de maneira n?o assertiva. De um lado o líder tentando fazer e de outro o liderado tentando entender o que precisa ser feito e no final do ciclo acontece o t?o famoso “mas eu achei que era para fazer isso” e pelo lado do líder “eu imaginei que estava claro o que tinha que ser feito outra coisa”. Esse é o raro que acontece muito! Na pratica os líderes n?o est?o preparados para delinear claramente as tarefas e os liderados n?o est?o preparados para cobrar o que de fato eles precisam entregar. A empresa precisa entender que contratar uma consultoria que faz esse alinhamento entre as duas pontas é fundamental.

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2 Provide Training

Once roles are defined, providing comprehensive training is essential. This equips your employees with the knowledge and skills they need to perform their new duties effectively. In agribusiness, where tasks can range from field management to market analysis, training might involve practical demonstrations, workshops, or mentorship programs. Ensure that the training is thorough and addresses the specific needs of the tasks being delegated. Remember, well-trained employees are more likely to make informed decisions and feel confident in their roles.

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Jeferson Oles dos Santos

Especialista em Recrutamento e Sele??o no Agro | Headhunter | RH | Co-fundador da Gera??o C3
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Em minhas observa??es o problema está mais enraizado do que isso, contrata-se empresas para ensinar fazer o que ninguém sabe exatamente o que precisa ser feito. E se perguntar para cada um, qual é a sua fun??o e o que exatamente e detalhadamente s?o as atividades que precisam ser entregues até o final do ano, mais de 80 % n?o sabe responder. Você líder ou liderado foquem em garantir o alinhamento de atividades detalhadamente e no “como” fazer de maneira mais eficiente.

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3 Set Goals

Setting clear, achievable goals is critical when delegating authority. These goals should align with your agribusiness's overall objectives and give employees a target to strive for. Whether it's increasing crop yield, improving supply chain efficiency, or expanding market reach, these goals provide direction and purpose. Encourage your employees to set personal milestones as well, which can foster a sense of accomplishment and motivate them to excel in their newly acquired responsibilities.

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4 Monitor Progress

Monitoring progress is a delicate balance between giving autonomy and ensuring that delegated tasks align with your agribusiness's standards and goals. Establish regular check-ins to discuss progress, challenges, and provide feedback. This isn't about micromanaging but rather about offering support and guidance when needed. It allows you to catch potential issues early and reinforces the trust you have in your employees' capabilities. Remember, effective monitoring is about being a resource, not a roadblock.

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Jeferson Oles dos Santos

Especialista em Recrutamento e Sele??o no Agro | Headhunter | RH | Co-fundador da Gera??o C3
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Nesse ponto é onde muitos profissionais s?o demitidos, ou por n?o saber cobrar ou por achar que se n?o está sendo cobrado n?o precisa fazer. Estabele?am “combinado” e depois tenham o compromisso de entregar o que foi combinado, se n?o existir essa oportunidade de mostrar os seus resultados ent?o simplesmente crie essa oportunidade.

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5 Encourage Feedback

Encouraging feedback is a two-way street that benefits both you and your employees. It's an opportunity for them to voice concerns, suggest improvements, and feel heard within the agribusiness. This feedback loop can lead to innovative ideas and strategies that might not have emerged otherwise. Make sure to create a safe environment where employees feel comfortable sharing their thoughts. This practice not only improves business processes but also strengthens team cohesion.

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6 Adapt Strategies

Adapting strategies is the final touch in empowering employees through delegated authority. The agricultural sector is constantly evolving, so your delegation strategies should be flexible enough to accommodate changes. Be ready to reassess and adjust your approach based on the outcomes of your delegation efforts. This could mean redefining roles, offering additional training, or setting new goals. By staying adaptable, you ensure that your agribusiness remains competitive and your team stays empowered.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Fernando Ortega Mediero

CEO | Director General | Board and Senior Advisor | Profesor | Mentor Sector Industrial Agroalimentario, Retail y Afines
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La #agroindustria se ha caracterizado desde siempre por un excesivo personalismo en las formas y acciones de #liderazgo. La generación de equipos de alto valor se convierte en una necesidad cada vez más crítica para el #desarrollo de proyectos que mejoren la #competitividad. Este hecho implica #delegar como punto clave principal para la asunción de #objetivos y generación de #resultados por parte del equipo. El liderazgo conlleva generar la dinámica que permita el desarrollo del equipo, la toma de decisiones, la aceptación del fracaso, la minimización de riesgos. Una planificación/programación definida, una #comunicación abierta, unos #objetivos asumibles, un #cuadrodemandos de seguimiento entendible permiten delegar y generar #valor

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What do you do if your agribusiness organization needs to empower employees through delegated authority?

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1 Define Roles

2 Provide Training

3 Set Goals

4 Monitor Progress

5 Encourage Feedback

6 Adapt Strategies

7 Here’s what else to consider

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