Sua equipe está dividida em autonomia x orientação. Como você navega opiniões conflitantes para liderar de forma eficaz?

Conflicting opinions on autonomy vs. guidance arise when individual preferences clashes. To navigate this: 1. Establish Clear expectations; define clear roles, responsibilities and decision making authorities upfront 2. Encourage more dialogs and create an environment for open discussion, recognise and appreciate different view points

Before diving into a management strategy, take a step back to assess your team's needs. Consider the skill sets, experience levels, and working styles of your team members. Do some individuals thrive with clear direction and deadlines, while others prefer more autonomy and open-ended problem solving? Understanding these nuances will help you tailor your approach to empower each team member and optimize overall team performance. By calibrating your leadership style based on both your team and the project, you can create the right balance between autonomy and guidance.

Understand the Root Causes Listen Actively: Hold one-on-one and group discussions to understand the underlying reasons behind the preference for autonomy or guidance. Identify Concerns and Motivations: Determine if the need for autonomy stems from a desire for creativity and flexibility, or if the preference for guidance is due to a need for support and direction. 2. Assess Individual and Team Needs Evaluate Skill Levels: Assess the skills and experience levels of your team members. More experienced team members might thrive with autonomy, while less experienced ones may need more guidance. Consider Task Complexity: Determine the complexity of the tasks at hand.

Navigating the autonomy vs. guidance debate requires balancing both perspectives. Begin by acknowledging the validity of each viewpoint, fostering an inclusive atmosphere. Facilitate a discussion to identify specific tasks where autonomy can thrive and areas where guidance is crucial. Implement a flexible framework that allows for varying degrees of autonomy based on the nature of the task and individual team member capabilities. Encourage open communication, regularly seeking feedback to fine-tune this balance. By blending autonomy with strategic guidance, you empower team members to take initiative while ensuring alignment with overarching goals, thus leading effectively amidst conflicting opinions.

Autonomy=Chaos (Most of the time) Guidance+Autonomy=Leadership Guidance=Being Bossy If you are a growing leader and are looking at managing teams, set ground rules and principles in place. Guidance is about establishing processes and methods to ensure everyone is clear on objectives, timelines, and accountability. No one likes to be monitored like a mine worker. So know boundaries and how to measure outcomes. Typical catch-ups for new teams should be once a day. Once the team settles in and is performing, change that to twice a week. Celebrate wins and ponder on losses. It's about the team acting and behaving like a solid group. You play a vital role in owning up for your teams' mistakes and supporting them to get things done.

"Open Dialogue" can be further enhanced by fostering a sense of psychological safety, where team members feel comfortable sharing ideas and concerns without fear of judgment. This transparency allows you to gather a more comprehensive understanding of the team's needs and preferences, leading to a more collaborative decision-making process.

Fostering an environment of open communication is vital. Invite team members to share their perspectives on autonomy and guidance, ensuring everyone feels heard and valued. Facilitate discussions where team members can express their preferences and concerns without fear of judgment. By promoting transparency and active listening, you can navigate differing opinions and find a middle ground that respects individual working styles while aligning with team goals. This approach not only resolves conflicts but also strengthens team cohesion and trust.

Clearly define expectations for both autonomy and guidance. Outline the types of tasks where independent work is encouraged and when team members should seek input. This empowers your team to make decisions while ensuring they have the support they need for complex tasks. Additionally, consider creating a decision-making matrix that assigns ownership based on task complexity or risk level. This can provide further clarity and reduce ambiguity around who makes what call.

I would like to draw on perspectives from great leaders. Jeff Bezos emphasizes being customer-obsessed and outcome-focused. He believes in giving teams the autonomy to innovate but with clear accountability for results. Satya Nadella of Microsoft highlights empathy and empowerment. He believes in creating a culture where people can thrive by being empathetic to their needs and empowering them to achieve their best. Richard Branson of Virgin Group highlights the importance of listening and empowering. He encourages leaders to listen to their employees and give them the autonomy to implement their ideas. "Train people well enough so they can leave, treat them well enough so they don’t want to."

Balancing autonomy and guidance in a team can be achieved with the right tools. Use Slack/Microsoft Teams for real-time communication and Trello/Asana for task management. JIRA and Basecamp provide detailed project tracking. Encourage regular feedback with 15Five and manage performance with Lattice. For learning, offer LinkedIn Learning/Coursera and Udemy for Business. Improve time management with Toggl and RescueTime. Use Confluence and Google Workspace for documentation. Employ Miro for collaborative planning and Notion for flexible organization. Set clear goals, encourage open communication, provide regular feedback, empower decision-making, and foster continuous learning.

Celebrations always bring people together and help overcome team disparities. That's why it's important to celebrate the success of the entire team, regardless of individual positions. When celebrating individual achievements, it’s crucial to ensure that everyone’s contributions are acknowledged, so no one feels overlooked or demotivated during the celebration.

To balance autonomy and guidance, celebrating successes is crucial. Personalized recognition, such as tailored acknowledgements, ensures meaningful appreciation, shares success stories in newsletters, and creates a Wall of Fame for visual inspiration. Involve the team in deciding how to celebrate, linking achievements to company values. Recognize effort, not just results. Celebrate small wins to maintain motivation, spotlight learning and growth, and share successes on social media and internal platforms. These actions reinforce the importance of both autonomy and guidance. As John C. Maxwell said, "Team success is a testament to great leadership, where individuals are empowered to shine both independently and collectively."

Como não tem outro espaço, vai aqui mesmo. a) Ouvir a todos; b) Estimular os que não se expressam c) Ponderar após ouvir; d) Decidir e) Estabelecer limites com firmeza

Leadership is not one size fits all. You should cater your style to what each individual employee needs. Some people thrive on autonomy and need that freedom to perform their best. Others need much more guidance and support. One is not right and one is not wrong. They are just different, and it’s your job to understand what each person needs, and give it to them so they can be successful.

Something that needs to be added to the assessment phase is consideration of what stage of leadership maturity people are at. Guidance vs autonomy is not just about work preference, but about skills and abilities, and how people derive their sense of worth/ego. For earlier stages of development, high guidance is critical to create a sense of belonging and safety. For later stages, autonomy is a must to help cement one's sense of expertise.

An effective conflict resolution technique is to focus on the problem. Instead of me vs you, make it us vs the problem. Once we have established that the common goal is to solve problems and deliver a great product or service, we can have conversations on what will be the most effective way to make progress. Most of the time it is a combination of various ideas.