A continuación, te explicamos cómo puedes mejorar las iniciativas de cambio cultural a través de la delegación.

Empowering your team through delegation is not only about assigning tasks, it is about building trust and understanding. Delegation is very important to enhance accountability and boost productivity. Providing the vision, objectives, needed tools and support is crucial for creating a culture of empowerment and delegation.

Coaching is a valuable way to support staff as they learn and grow through empowerment. Regular coaching catch ups with targeted questions to steer people towards strategic organisational outcomes is one way of sharing your experience and knowledge in a subtle way that does not come across as telling people what to do or micro managing, which is the opposite of empowering team members to arrive at their own realisations. Coaching questions help people think critically and analytically as they grow, and can draw out unforeseen operational risks and then facilitate the coachees to develop their own solutions. It also provides a strong platform for positive feedback and encouragement, which leaves most people feeling motivated and engaged.

Capacitar equipes por meio da delegação vai além de apenas distribuir tarefas; é sobre nutrir um ambiente onde a confiança e a responsabilidade florescem. Ao delegar, não apenas estamos transferindo responsabilidades, mas também estamos investindo na capacidade de nossos colegas de liderarem e inovarem. Lembre-se sempre de que o verdadeiro empoderamento vem quando damos espaço para que outros brilhem, encorajando-os a trilhar caminhos únicos e contribuir para a evolução cultural da organização.

It's important to understand that there are different types of delegation: for an inexperienced team member, full empowerment with very broad remit would be overwhelming (I learned this the hard way!). For someone experienced in a task and well used to the context they're operating in, anything less than full empowerment would be demotivating. Situational leadership is a really useful model, used alongside simply getting to know your team.

Enhancing culture change initiatives through delegation involves empowering team leaders to drive change, building trust by assigning meaningful tasks, and encouraging employees to take ownership of the new culture. Effective communication is facilitated as leaders and team members spread the cultural message. Delegation also increases employee engagement and commitment while providing necessary training and support. Recognizing and rewarding contributions further reinforces desired behaviors, making the workforce more aligned with the cultural vision.

Expectativas claras formam a espinha dorsal de uma delegação eficaz. Ao estabelecer padrões claros e resultados desejados, estamos fornecendo um roteiro claro para o sucesso. Isso não apenas ajuda os membros da equipe a entenderem seu papel na mudança cultural, mas também os capacita a assumir a responsabilidade pelo seu próprio desenvolvimento e contribuição para o panorama geral da transformação.

It’s also an interesting activity to ask the team what their expectations are of you as their leader. Having asked this question over the years, it’s usually greeted with an initial stunned silence. With a little encouragement that it’s OK to answer the question honestly, it’s been a real eye opener learning what the team expects in terms of leadership behaviours. Having a two way conversation about mutual expectations creates an agreement and deeper understanding of the need of the team, and allows a customised leadership style for each person.

Setting these expectations is critical - without a clear destination it will be impossible for your teams to drive the right culture change. Clear expectations also creates a sense of safety for your teams - having a framework within which to operate will give teams more confidence to innovate and engage with stakeholders. As a leader, the one absolutely essential thing you must create is trust. Your teams must be confident that not only will you give them recognition and credit for their work, you will also have their back should anything go wrong. Without this trust, it will be impossible to create the culture change you desire.

Ao delegar, é crucial fornecer os recursos adequados para garantir o sucesso. Isso inclui não apenas ferramentas e treinamentos, mas também um ambiente de suporte que valorize a experimentação e o aprendizado contínuo. Lembre-se de que o apoio adequado não apenas remove obstáculos, mas também inspira confiança e capacitação, permitindo que os membros da equipe prosperem em suas novas responsabilidades.

The need to provide additional time and resources for delivering change is often overlooked by leaders. In the drive to deliver the new initiative or change in culture, it is important to remember that your teams, as well as those across the organisation, will also need to continue delivering business as usual. Working with your teams to understand current pressures, renegotiate priorities and, if necessary, provide relief cover is a clear indication of the importance of the initiative, and your support for your teams at what may be a challenging time.

O feedback é uma via de mão dupla crucial na delegação. Ao criar um ambiente onde o feedback é valorizado e incentivado, estamos promovendo uma cultura de transparência e aprendizado mútuo. Esteja aberto a receber feedback construtivo e encoraje ativamente os membros da equipe a compartilhar suas perspectivas. Lembre-se de que o feedback não apenas identifica áreas de melhoria, mas também fortalece os laços de confiança e colaboração dentro da equipe.

As a leader, it can take courage to be truly open to feedback from your team on a major culture change project. Yet this is vital. Leadership teams who do not invite honest feedback run the risk of tunnel vision, missing critical signs that all is not well. How you receive impact is important, especially when it is difficult to hear - your team must feel safe to raise issues in an honest and open way, and know that they will be listened to. You may not take on board all feedback, so communicating why you haven't is also important, so teams can 'see your working' and understand the wider perspective.

Monitorar o progresso é mais do que apenas verificar caixas; é uma oportunidade para alinhar ações com objetivos e celebrar o progresso ao longo do caminho. Ao acompanhar de perto o avanço das tarefas delegadas, estamos garantindo que estejam alinhadas com a visão geral da mudança cultural. Além disso, comemorar marcos alcançados não apenas reconhece o trabalho árduo, mas também fortalece o compromisso e a motivação da equipe.

There is a step before this that is often missed out, or poorly understood - setting clear and appropriate goals and expectations for the project, against which progress can be monitored. Having led and been a senior stakeholder in many change projects, metrics-based monitoring must be backed up with a narrative explanation. If the project is green across the board, it is important to see the evidence to support that. If the project is red, understanding why will help create solutions to bring things back on track. Celebrating milestones with the team - and publicising their successes is vital. However, for longer term projects, it's also important to recognise your team's efforts between milestones, to maintain motivation.

A reflexão e a adaptação são os pilares da evolução contínua. Reserve tempo para refletir sobre os resultados alcançados e identificar áreas de melhoria. Esteja aberto a ajustar sua abordagem com base nessas reflexões, reconhecendo que a mudança é constante e requer flexibilidade. Ao cultivar uma cultura de aprendizado e adaptação, estamos nos posicionando para liderar com eficácia a mudança cultural por meio da delegação.

First, be Self-aware! - Note that you feel a difference in other people's opinions and perspectives. Who are you to judge? - and if you want to influence others with what you believe in yourself, start by being curious about the other person before you present your position.

Reflecting individually and reflecting as a team can be very powerful. It will give you an opportunity to celebrate the wins and course correct where necessary. This could be redistribution of the work, or changing the approach.

Effective delegation encourages the adoption of organizational culture as people become actively engaged in meeting its requirements. Delegation also enables leaders to focus on activities that enhance long-term success by providing resources to concentrate efforts on improving culture and implementing changes. Leaders should view delegation not as a special favor to employees but as an essential process for everyone's growth.

By delegating responsibilities, leaders can cultivate a sense of ownership and engagement among employees, which is crucial for driving cultural transformation. Delegation encourages diverse perspectives, allowing for innovative solutions and inclusive decision-making. It also aids in identifying and nurturing future leaders who can champion cultural shifts. Effective delegation requires clear communication, setting expectations, and providing support, ensuring that team members feel confident and competent in their roles. This approach not only accelerates culture change but also builds a resilient, adaptable organizational environment.

É fundamental considerar a importância da comunicação transparente e da liderança inspiradora na delegação. Uma comunicação clara e aberta cria um ambiente de confiança e colaboração, essencial para o sucesso da delegação. Da mesma forma, uma liderança autêntica e inspiradora pode motivar e capacitar equipes a abraçar a mudança cultural com entusiasmo e determinação. Lembre-se sempre de que a mudança cultural é um processo contínuo que exige comprometimento, adaptação e liderança eficaz.

Often staff engagement surveys are used as a way to assess culture. Before deciding to ask the team to participate in any survey, it’s a good idea to anticipate feedback and have at least one tangible initiative in the works to respond to feedback. It’s OK to receive a low staff satisfaction benchmark in the beginning, as long as there’s a deliverable plan in the near future that shows a genuine commitment from the leadership team to do better. Publish the survey results, implement the strategy to build engagement, then repeat the survey to measure the results. Even better, ask the team what they’d like to see included in the cultural transformation strategy and co-design the solution. You might be pleasantly surprised.