The article "How we should take on the challenge of leading and delegating" is intended to be a practical guide for people who are taking on the challenge of leading and leading a team for the first time.
The most critical aspect when we take on the challenge of leading a work team, without a doubt, is dealing with subordinates, because the behavior of people is always unpredictable. When assuming the leadership of a team we will find, basically, three types of attitudes towards us:
- A group of workers will show us their support. There will be a small group that will openly oppose us. Others will prefer to do only what is necessary to stay on the job.
Ideally, our leadership style generates a positive work climate with people who support and innovate in favor of the company, with this we will achieve that the majority of our subordinates are located in the group of people who show us their support and that little little by little the group of those who openly oppose us dissolves.
From my perspective, from the beginning, we must act as we usually do, it is not recommended to assume poses or gestures that do not represent us, it is necessary that we transmit a real image. Poses are discovered faster than we imagine and this will cause people to hardly trust us when we communicate an order or give any indication.
To start delegating, I suggest you take into account the following aspects:
- We must have the necessary knowledge, we cannot delegate functions or activities of topics or aspects that we do not fully understand, it is important to be very well informed and up-to-date, we must develop a hundred percent effective communication, the principle of successful communication is knowing how to listen and analyze what they transmit to us, since this will help us to realize that not all initiatives must start from us, because other team members can also contribute valuable ideas. Nor should we forget that to obtain full communication, the same codes must be used and the same language must be used.Every order or arrangement must have an objective,It must be made very clear that compliance with this order is important and that not doing it properly will have negative consequences for the organization.
The development of conflicts is one of the biggest headaches of the bosses who still do not have experience in management issues, however it is not healthy to consider that all conflicts are harmful, since generally after a conflict the team manages to arrive to very valuable solutions or initiatives. It will depend on the skill of the boss that the conflict provides positive results or that otherwise it causes cracks inside the team. A good boss must let the conflict flow, but he must also know when to intervene.
Another fundamental aspect is assuming from the beginning that we are working with people who, as we have already mentioned, need to be listened to, who require resources and infrastructure to carry out their tasks. They also need motivation, know what the organization's objective is and feel adequately rewarded. All these aspects are part of the management of human talent in a company, so it is advisable to always work with the permanent support of the human resources management in order to maintain an adequate work environment.
If after applying these measures there are still team members who do not show their support, it is advisable to take the bull by the horns and ask the person for the origin of their attitude since the solution can be easily applied. If they do not achieve positive results with all the members of their team, do not get frustrated since many times we meet people whose attitude does not fit into the organization, so at that time it will be necessary to make other types of decisions for the well-being of the equipment.
I believe that if we follow these tips, we will soon have a team made up of people who will show us their support, which will translate into greater initiatives, greater effort and dedication when carrying out the tasks assigned.
