A continuación, te explicamos cómo puedes afirmar eficazmente el liderazgo de tu proyecto navegando por las dinámicas de poder con tu jefe.

When beginning a new engagement it is imperative to establish and communicate those roles. In the consultant space, it is even more important to determine who the primary stakeholders are and who holds the decision making power. If we are not gathering data or information and then not presenting a concise menu of options directly to the decision maker; we may be establishing buy in from the wrong audience. While it feels great to garner support from the team, (who doesn't want improvement right?) if you are not socializing change options to the proper authority, you may be spinning your wheels. Ultimately projects like this face set backs or failure.

Understanding roles and setting expectations - expressing the expectations, discussing what is doable and what is not, come to agreement and set them. Being clear about who does what, boundaries and expectations can increase autonomy, better communication, and a great collaborative starting point.

Quando existem muitos cargos dentro da empresa ou até mesmo dentro de um projeto, é preciso que as responsabilidades individuais estejam bem definidas. No que se refere ao líder de projetos e o seu superior imediato, é necessário que haja uma relação de confiança e harmonia, sem rixas ou disputa de poder. O líder de projetos deve entender qual sua posição frente a cada situação e qual o limite que pode chegar. Ainda, é de grande valia ao líder de projetos estar sempre próximo ao seu superior imediato, fortalecendo a relação de confiança e tendo-o como inspiração.

My favorite way to build trust within a relationship or on a project is by doing what I say I will do. Relationships take commitment. When tasks are identified as necessary and I have the skill and bandwidth to handle them I will take them on. By delivering on those task I build trust with all involved. The benefit of this is when I have to say no to a task or project, my established trust holds true and I don't appear as though I am just dodging responsibility.

A confiança é a base para qualquer relação, seja ela pessoal ou profissional. Garanta que esse sentimento se fortaleça cada vez mais com o seu chefe mantendo uma comunicação constante e eficaz, cumprindo metas e os objetivos propostos, entregando e trazendo mais do que o solicitado. Mostre seu valor, sua capacidade, e a sua diferença na entrega dos resultados.

Building Trust with anyone in any role is essential. What I have found helpful in building trust is to be honest and truthful with everyone and everything. This is not a license to say what’s on your mind but a way to be respectful to people and disclose all relevant information for whatever situation is at hand. Another key piece to building trust is to appropriately follow through on all commitments and responsibilities. When you follow through ensure you give updates to all stakeholders as needed or required. Trust is not built overnight but consistent behavior and reliability over time builds that trust.

Communicating effectively is critical to all projects and life in particular. Ensure your message is clear and concise. Make sure all stakeholders receive the message. Try to get feedback to ensure the message was received and understood. The worst thing to have is a communication not properly understood or received. Provide time and a safe space for receivers to ask questions for understanding. These are some tips for achieving great communication. Remember, effective communication is a two way street.

Also, when setting goals for your team, involve them in the decision-making process and ensure they feel safe even if they experience setbacks. Treat goals as experiments: if something doesn’t work, analyze why, learn from it, grow, and try again differently. This approach will prevent them from feeling like failures and will foster curiosity and engagement.

Empowering your team takes some of the pressure off you as the leader/manager. Providing opportunities for your team to operate using their strengths, skills, knowledge, and attributes provides growth for the team and gives them ownership of their part in the process. Ultimately this builds cohesion, confidence, synergy in the team.

There is a finite amount of time each work day. Once we embrace this truth, we will truly feel free to empower our teams. Great leaders do not have to hover and supervise all work as it is completed. They also do not require review sessions every step of the way. When we properly train our teams and give them the appropriate amount of decision power, we set them free to be successful and make us look good. Confidence goes a long way in your work. If a team member feels confident in the instructions, their support, and the over arching vision of the project, then they will run with that freedom and possibly create something better than a manager would have instructed them to do.