You have a team member who has a different work style than you. How can you delegate tasks effectively?

There is a famous saying "When two men in business always agree, one of them is unnecessary" People leadership roles must always expect their team members to be diverse and carry their own styles of leadership that may be totally different to the founder or the top person. Once leaders understand and fathom the competencies each of these leaders with different styles represent. They must select and delegate tasks on the following basis. 1. People who are good at execution 2. People who are good at meticulously planning the programs 3. People who are extremely good at communicating the organization's strategy to different stakeholders. 4. People who are passionate in creating collaborative outcomes with people who are different from them.

To delegate effectively to someone with a different work style, first understand their preferences, strengths, and weaknesses. Communicate clearly about expectations, outcomes, and deadlines, but be flexible about the process, allowing them to approach tasks in a way that suits their style. Regular check-ins can help monitor progress and provide support without micromanaging. Tailoring your delegation approach not only leverages the unique strengths of your team members but also promotes trust and autonomy, driving motivation and productivity.

Identifying your team member’s work style is crucial for effective delegation. Here are some steps you can take: Observe Behaviors: Pay attention to how they approach tasks and solve problems. Do they prefer working independently or in a team? Are they detail-oriented or big-picture thinkers? Communication Styles: Notice how they communicate. Are their emails brief or detailed? Do they prefer face-to-face discussions or written communication? Feedback and Preferences: Ask for their input on how they like to work. Some people may be upfront about their preferences and work habits Strengths and Weaknesses: Assess their strengths and weaknesses. This can help you assign tasks that play to their strengths and avoid areas where they may struggle

Conhecer este(a) profissional a partir da identifica??o de talentos, competências, habilidades. Ter conversas para entender o que move esta pessoa para identificar seus valores, motiva??es, princípios que a rege. Delegar e dar autonomia nas tarefas que a pessoa tem domínio e contribuir naquelas que ela necessita de mais apoio. Acompanhar o desenvolvimento profissional, respeitando o perfil.

Todas las personas tiene su propio estilo de trabajo, lo que les funciona bien. Si la persona da resultados, no trates de imponerle tu sistema, enfócate en los resultados. Ahora, si las personas están en desarrollo, puedes ayudarlo, dándole un feedback positivo y luego las áreas de mejora con recomendaciones que pueda implementar. éstas pueden ser en su forma de trabajar o comportamiento. Sé consciente que la forma de trabajar es un aprendizaje más rápido de adquirir. Sé paciente en caso de que tengas que intervenir un comportamiento. Eso es a nivel inconsciente, por lo que puede tardar un poco más en adoptar un nuevo estilo.

Adapt your delegation approach to accommodate your team member's work style. For example, if they prefer autonomy, provide clear goals and objectives while allowing them the flexibility to determine the best approach. If they thrive on collaboration, involve them in the decision-making process and seek their input.

Conhecer o perfil do seu time é uma das grandes estratégias que o líder precisa ter. Gosto muito de utilizar a metodologia DISC de mapeamento comportamental para entender como esse colaborador "funciona" no trabalho e assim poder aproveitar melhor seus potenciais e delegar com mais assertividade as tarefas.

Entender qual o estilo de trabalho e comunica??o dos membros da equipe, é parte fundamental para o bom desempenho de todos. Por isso é necessário realizar uma pesquisa de perfil comportamental, como por exemplo o DISC, com todos os integrantes da equipe, sem exce??o. Essa pesquisa vai deixar claro como cada um tem mais facilidade e assertividade na realiza??o das tarefas, seu modus operandi. Quando um líder tem essa vis?o macro da equipe, passa a ter uma comunica??o mais assertiva e eficaz, além de poder delegar as tarefas de forma mais eficiente para cada membro da equipe, de acordo com o maior potencial de contribui??o e resultados.

Clearly communicate the task requirements, expectations, and desired outcomes to your team member. Provide context and background information to ensure they understand the significance of the task and how it contributes to overall objectives.

A big part of clearly articulating expectations is to provide context around why the work is important. Leaders sometimes forget that they have a much broader understanding of the situation. Two important things happen when a team member has strong context: - They understand how their work fits into the broader goal, giving deeper meaning and purpose to their work. - They might identify a new ideas and improved processes because they are more informed.

En la diversidad se encuentra la fortaleza de los equipos de trabajo, por eso antes de coaccionar es mejor alinear, en este caso lo primordial es la claridad en los objetivos a alcanzar, los plazos, responsabilidades y entregables, en lo que se refiere al cómo se pueden generar acuerdos, una comunicación clara y una escucha activa permite entender otros puntos de vista, otras formas de hacer las cosas, que incluso pueden enriquecer a todo el equipo.

Whenever possible, challenge yourself to focus on outcomes. In the vast majority of situations, how the work is done is far less important than the result itself.

Aufgaben delegieren h?ngt nicht prim?r vom Arbeitsstil ab, sondern folgende Punkte offen und auf Augenh?he angesprochen werden: - Welches Teammitglied hat die besten F?higkeiten und Leidenschaften, die Aufgabe zu erledigen? - Was ist genau das Ziel? - Welche Ressourcen und Unterstützung kann zugesichert werden? - Welche Meilensteine sollten zusammen angeschaut werden? Oder sind z.B. daily meetings oder ein jour fix sinnvoll? Das schafft Vertrauen in andere Arbeitsweisen, und stellt das Resultat in den Mittelpunkt. Unterschiede in Menschen und Arbeitsweisen sind beim Delegieren sehr wertvoll und nicht hinderlich.

See Your Team's Potential! In my decades of leadership coaching, I've seen the transformative power of trust and empowerment. I recall coaching a CEO who struggled with delegation. He was a perfectionist and found it hard to let go. I encouraged and inspired him to trust his team, to give them the autonomy to make decisions and handle challenges successfully. It was a challenging path, yet as he began to step back, he saw his team step up. They thrived under the newfound trust and responsibility, EmPowering and trusting your team is a cornerstone of effective leadership.

Para monitorizar y evaluar los resultados de un colaborador con un estilo de trabajo distinto al tuyo tienes que tener la claridad y aceptar escuchar tiempos distintos a los que tu elegirías. Si entiendes el concepto de sinergia, esto no te preocupará, porque se necesita el 1% del 100% del equipo. Es decir, cada colaborador suma al equipo su 100% en el 1% que le corresponde hacer, y entre todos completan el 100%. Es tan positivo este concepto que no tienes que sufrir ni tu, ni el resto del equipo episodios de burnout. Acepta y ponte a prueba como líder dejando que cada uno saque el máximo de su potencial, sólo tienes que prestar atención a que sus acciones estén conectadas con su propósito personal. Primero tendrás que preguntarles cuál es

I don't know if the correct word would be monitor, it refers to something negative, but rather monitoring, because always evaluating and guiding, it would not be recommended to say that it is wrong or that the person is not capable.

Understand the work style, identify where strengths and genius lie and delegate work that aligns and unleashes the full individual potential, that is challenging and rewarding. At the same time, make sure you are all acting under one common roof of purpose, mission, values. Nothing more efficient than that!!

Recognize and appreciate your team member's contributions and efforts in completing delegated tasks. Offer constructive feedback and praise to reinforce positive behaviors and encourage ongoing commitment and engagement.

I agree, and there are new ways to learn how to communicate, understand your team members and how to motivate them to be their best. One tool is Human Design. When you understand someone’s design you’ll learn if they need an invitation, or time to process, to being given limited options to choose between. These are just a few examples of what tools like Human Design teach you.

Today the lack of communication is causing serious financial losses to companies, with the need to redo or extend project deadlines, with empathy and good communication the objective becomes closer to being achieved.