Su equipo tiene dificultades para cumplir con los plazos. ¿Cómo se puede generar confianza para mantener alta la motivación?

Reconhecimento e Recompensa: Celebre pequenos sucessos ao longo do caminho. Reconheça publicamente o esforço e o progresso da equipe, mesmo que os resultados finais ainda não tenham sido alcançados. Isso reforça a sensação de valor e pertencimento.

Open dialogue gives room for the team members to share their concerns and thoughts objectively. Emphasis is needed on the importance of active participation and also that there is an open space that will not give room to victimization. Vulnerability starts with the leadership as this helps in tone setting for the entire team. Active listening should be adhered to without the need to interrupt others while they are talking. Acknowledge the feedback that has been shared and have a comprehensive collective discussion about the solutions.

Build trust by being transparent about challenges and decisions, and by actively listening to your team's concerns. Provide consistent support and resources, and involve them in problem-solving to show you value their input. Acknowledge their hard work and progress, and offer constructive feedback to help them improve. By fostering an environment of mutual respect and open communication, you'll strengthen trust and maintain high motivation.

I agree with what is posted in this article. I would add 2 points: 1) It is also important to ensure each team member understands their role and responsibilities and has the tools available to them to meet their responsibilities. Encourage acceptance of the idea of fail forward and team work. If any of the team members are experiencing challenges meeting their responsibilities, they should be encouraged to seek help from the team leader and/or any of their team members. 2) Facilitate an open full team dialogue (*scheduled at a specific frequency* dependent on project timelines, e.g. weekly) to discover, discuss, strategically resolve the cause of the challenges. Involve the team in the solution(s).

Tener empatía bajo la mirada del área de Recursos Humanos, es esencial para mantener y ofrecer una atención por igual sin menoscabar al resto. Cada sección debe ser importante para toda empresa, ya que sin ellos habrá una grieta que traspasará a los demás. Tener empatía laboral y/o emocional es muy importante a la hora de resolver conflictos que se pudiesen desatar y puedo decir desde mi experiencia que no hay nada más satisfactorio ver y escuchar como se emocionan, como se escuchan unos a los otros y llegamos a tener un resultado óptimo.

A few ways I practice empathetic leadership are below. - In many situations when we had demanding deliverables with short timelines, if any team members was struggling, I ensured that either I or one of our team members with availability helped with completing needed actions. - I encourage my team members NOT to work before or after hours or over their lunch and to prioritize their sleep and off-work activities they enjoy. I do the same for myself. - Prior to a team member going on vacation, they document and discuss their priority actions to be completed while they are OOO with a team member. - Meetings are held only when needed to discuss specific timely topics, with applicable team members. I also add a bit of humor to each meeting.

At the beginning and throughout a clinical study, I set and document Specific, Measurable, Achievable, Realistic and Timely goals with my study team. These team goals include but are not limited to the KPIs and metrics. I add these per-clinical trial specific SMART goals to the top of each study-specific team meeting invitation agenda and minutes for a readily available visual reminder and accessibility. As the study progresses, the SMART goals evolve. Different team members, e.g. study functional leads, and I also set and share our own SMART goals (specific to our functional area deliverables) with our full team. This provides a level of accountability. Each contribution is recognized and celebrated.