You're struggling to delegate administrative tasks. How can you empower your team without micromanaging them?

Antes de delegar, tienes que tener el conocimiento del equipo, sus habilidades, competencias, disposición y compromiso. Estas son cosas que te dicen los resultados y la convivencia diaria. Conocerlos te permite crear un vínculo de confianza para delegar de a poco, responsabilidades que estén en su ámbito de dominio y en donde sepas que lo harán exitosamente. Mantener el canal de comunicación y escucha disponible en todo momento. Ciertas personas se sienten inseguras ante nuevos desafíos. Refuerza la confianza resaltado sus habilidades y logros anteriores para lograr que se vincule y comprometa.

Back in the days when I headed up the Marketing for Amazon's Kindle devices in Europe, we struggled with the performance of our social media (mainly FB back then) posts. One of the team members had the idea to make them less generic picture of our devices and rather create real stories around them. I supported her idea and agreed for her to visit the next Fullfilment Center to capture stories about how the new Kindle Paperwhite gets ready to be launched. She came back with a bunch of photos and some cool stories. The posts that she than created beat all others by a factor 10x easily. Plus customers got super excited about the upcoming launch pushing their engagement with the post far beyond what we that is possible. Win-win Situation!!!

Encourage team talks, sharing ideas and encouraging mutual support. I mean developing team work. Create panels for team discussion like the Whatsapp chat group for instance. To get them more involved.

Important things are: 1. First time meeting your team, can become a great experience especially if your team is a combination of different characteristics of individuals. 2. As a leader, do not be biased to others as everyone deserves to be treated equally with respect. 3. As a leader, build up the relationship with your team by introducing at least fun activities that can be done after work. In order for them to get to know you better.

Set clear expectations by outlining tasks, deadlines, and desired outcomes precisely. Ensure everyone understands their responsibilities and what is expected of them. This clarity helps team members stay focused and work effectively, reducing misunderstandings and improving overall performance.

No puede haber sesgos de información o instrucciones con falta de claridad. Detalle las expectativas sobre el trabajo esperado, así como lo que se espera obtener y los tiempos establecidos. Ser claro en la delegación da la pauta para que si existe algún impedimento o conflicto, se aborde tan pronto sea posible y se eviten intervenciones urgentes.

Help your team to help you with on time feedback, you give a target today but they have done it yesterday. They handle some situations with calm and composure. Share views and ideas as you include them in the decision making process. Don't forget to give them the carrot when they need it and the stick when they deserve it.

Construir una cultura de reconocimiento y feedback es un poderoso motor de compromiso y lealtad. La certeza del trabajo bien hecho y valorado, impulsa la motivación de mantenerse por ese camino. Usa la crítica que construye y empodera para lograr mejoras tangibles en el corto plazo. Las áreas a desarrollar o los errores o fracasos, se superan más rápido y fácil con un líder cercano, apoyando e inspirando a crecer a partir de lo aprendido.

1. Provide Tools: Equip your team with software like project management tools (e.g., Trello) to streamline tasks. 2. Set Protocols: Establish clear administrative protocols for consistency in task execution. 3. Offer Training: Conduct workshops to enhance skills, such as time management or software use. 4. Encourage Decision-Making: Allow team members to make decisions, like choosing suppliers within budget. 5. Foster Ownership: Assign projects that align with individual strengths, promoting accountability and job satisfaction.