Comment pouvez-vous inspirer les membres de l’équipe à relever de nouveaux défis au-delà de leur description de poste ?

Knowing the members of your team may give you insights on what are the topics which make each of them curious and thriving to know more about. This can make them take additional responsibilities as volunteers. However, you may be aware that, if they do not deliver a good result in the first try, you must not punish them. Instead, you need to understand if they liked to perform the task and offer them trainings and other tools to improve. Compensations and perks are also mandatory. Some days-off when they need, an additional percentage on their bonus as a reward for taking a new initiative will always be a good extra-motivation tool.

Identify their strengths and interests One of the first steps to inspire your team members to take on new challenges is to identify their strengths and interests. What are they good at? What are they passionate about? What are their goals and aspirations? By having regular conversations with them, you can discover their potential and align it with the project's needs and opportunities. You can also use tools such as assessments, surveys or feedback sessions to gain more insights into their skills and preference

Encontrar en una persona que le hace feliz, es un camino de ida. Hoy, suele haber una desalineación entre lo que trabajo y mi propósito ó en lo que soy bueno. Como lideres, tenemos que poder ver mas alla de los CVs y de las cartas de las personas, encontrando su verdadero potencial. Si ayudamos a un colaborador a sacar su máximo y a que está alineado con su ser, ese colaborador crecerá, sumará y además estará eternamente agradecido.

El llevar a cabo conversaciones regulares con cada miembro del equipo, utilizando herramientas como evaluaciones de habilidades, entrevistas individuales y encuestas de retroalimentación nos permiten descubrir no solo las habilidades técnicas de cada persona, sino también sus pasiones, metas y aspiraciones profesionales. Además, aprovechamos el poder de la observación y el trabajo en equipo para identificar las fortalezas y los intereses que pueden no ser evidentes de inmediato. Observamos cómo los miembros del equipo interactúan entre sí, qué tareas disfrutan más y en qué proyectos demuestran un rendimiento excepcional. Así podemos asignar roles y responsabilidades que despierten su entusiasmo y los desafíen a crecer profesionalmente.

To find people's strengths, use self-assessment tools like StrengthsFinder, gather 360-degree feedback from peers and supervisors, and observe performance during tasks and team activities. Engage in one-on-one conversations to uncover personal insights and employ performance reviews for professional evaluation. Combining these approaches offers a holistic view of individual talents and capabilities.

From day one, my boss has made it clear to me what he expects from me in the current job I have, but, in addition, he has provided me with a lot of tools such as a team to whom I can consult my doubts and have both feedback and discussion to make some processes more efficient. Besides that, he has given me the opportunity to go to more than 5 trainings outside my city and one outside the country, always expecting to bring results, which I have applied in the projects in which I have been involved. I believe that having this support is a great incentive to improve and grow as part of the team.

Como líder en Lean Six Sigma, entiendo la importancia de proporcionar expectativas y apoyo claros para inspirar a los miembros de nuestro equipo a asumir nuevos desafíos. Comunicar el propósito, el alcance y los beneficios de estos desafíos es fundamental. Además, es necesario establecer los criterios de éxito y asegurarnos de que nuestros recursos estén disponibles para respaldarlos. Además de la comunicación clara, es crucial ofrecer orientación, entrenamiento y comentarios a lo largo del camino. Al proporcionar este tipo de apoyo, podemos ayudar a nuestros miembros de equipo a superar cualquier duda, miedo u obstáculo que puedan enfrentar. Celebrar sus logros y progresos también es fundamental para desarrollar su confianza.

One of my hardest challenges has been transforming a traditional organization into one that embraces autonomy. Trust me, it isn't easy. It demands transparency and trust as the foundation. Be honest, reliable, and open with your team. Value their input and encourage communication. Your job after that is to provide support, resources, and training for informed decision-making while offering regular feedback. In parallel, you have to upgrade the system, the organization as a whole should learn to celebrate small victories and embrace failure as a learning opportunity, that's tough! Personally, being a perfectionist, the hardest part for me has been delegating authority; show them you trust their judgment, and they'll rise to the challenge.

Attitude plays a key role here as per my experience. As a leader, you should be able to identify people who have the right attitude and encourage autonomy and ownership. Empowering the team and by giving them realistic but challenging targets would further enhance the engagement and sense of responsibility. Trust your team and support them when they need you. This is how you can progress as a company.

Inspiring passion and purpose among team members involves connecting their work to a larger cause or mission that resonates with them personally. By helping team members understand how their contributions directly impact the project, the organization, or society as a whole, you instill a sense of significance and meaning in their work. This connection fosters motivation, engagement, and a deeper commitment to achieving shared goals. When individuals see the tangible impact of their efforts and how they contribute to something greater than themselves, they are inspired to bring their best selves to their roles, driving innovation, collaboration, and ultimately, success.

The key words at this time are transparency and contribution. Managers should manifest that all decisions are made by use of employees' knowledge and experiences which are embedded in processes and activities.The effective performance management can helpfully method to inspire employees to work envoyragously beyond difficulties and risks which are occurred on their career path.

Continuando con nuestro enfoque en inspirar a los miembros de nuestro equipo, otro paso crucial es fomentar la autonomía y la propiedad. Concederles la libertad y flexibilidad para elegir cómo, cuándo y dónde abordar los nuevos desafíos, siempre y cuando cumplan con los plazos y estándares acordados, es esencial. Capacitar a nuestros miembros para tomar decisiones, resolver problemas y proponer ideas es fundamental. Confiar en su capacidad para entregar resultados de calidad refuerza un sentido de responsabilidad, compromiso y orgullo dentro del equipo.

When it comes to inspiring team members to embrace new challenges beyond their job descriptions, creating a learning environment is extremely important. It's the responsibility of the project leader to foster a culture where continuous learning is not just encouraged, but celebrated. This means providing opportunities for team members to step out of their comfort zones, try new things, and yes, even fail occasionally. Because, let's face it, some of our most valuable lessons come from those moments of experimentation and growth. By creating a safe space for learning and exploration, we empower our team to push boundaries, innovate, and ultimately achieve greater success together.

Having employees create personal development plans during annual reviews can motivate them to grow and take on more responsibilities. When they're involved in setting their own goals and align them with their career aspirations, it fuels a sense of ownership and drive. Plus, linking these plans to performance evaluations emphasizes the importance of growth and encourages employees to seek out learning opportunities and advancement.

Al animar a nuestros miembros a hacer preguntas, explorar nuevas posibilidades y experimentar con diferentes enfoques reconocemos que aprender de los errores es parte fundamental del proceso de crecimiento, por lo que alentamos a nuestro equipo a no temer a fallar, sino a ver cada error como una oportunidad de aprendizaje. Además, ofrecemos oportunidades para que nuestros miembros aprendan unos de otros, de expertos en la materia, de clientes y de otras fuentes de conocimiento e inspiración. Creemos que la diversidad de perspectivas enriquece nuestro ambiente de trabajo y nos permite encontrar soluciones innovadoras a los desafíos que enfrentamos.

Indeed, it is really important to recognize and reward the efforts of the project team members. The team members will work hard throughout the project, with commitment and focus in order the project targets to be achieved and a successful outcome to be delivered. They need to feel motivated, respected and appreciated so as to be fully efficient and effective. Therefore, true recognition of their hard work and efforts is a must. Moreover, there are many ways to reward the team members for their hard work. Bonuses, gifts, public recognition, team gatherings etc. are some good examples. As a project leader, you must always take into consideration that you work with other people that should be treated fairly and with respect all the time.

Recognizing and rewarding team members is crucial for effective project leadership, boosting morale, motivation, and engagement. Verbal praise, public acknowledgment, monetary rewards, extra time off, and opportunities for career advancement are all valuable ways to show appreciation. Each form of recognition caters to different preferences and motivations within the team, fostering a culture of appreciation and driving individual and collective success.

Give credits! Let your staff enjoy the accolades for their innovative and exceptional inputs. Credits must be given in a timely manner, with clear definition of what made for exceptionalism and what impact that extra step is/has contributed/contributing to the organizational goals. Others would be encouraged to note that they can drive impact from within their individual space if they are willing to take one or two more steps. A prospective sense of accomplishment is a major energy booster for workers. This strategy works for me in every group I have been privileged to lead.

Here’s how I would get started: Help them understand the benefits of this project, and how it can improve their visibility and their personal development. Give them confidence that you will be there to support them along the way.

Expresemos nuestro aprecio y gratitud de diversas formas, adaptándonos a las preferencias individuales de cada miembro. Esto puede incluir elogios públicos en reuniones de equipo, reconocimiento en boletines internos o incluso bonificaciones financieras o promociones según los logros alcanzados. Al proporcionar incentivos alineados con las motivaciones de nuestro equipo, aumentamos su moral, satisfacción y lealtad hacia la organización. Además, este reconocimiento y recompensa constante fomenta un ciclo virtuoso de desafío y superación personal, inspirando a nuestros miembros a seguir alcanzando nuevas metas y desafiando límites.

Based on my experience , some people choose to be in the comfort zone and not take the risk of accepting new challenges because they don’t feel they are good enough a.k.a imposter syndrome. To encourage them, I will share my own journey of similar experience, and provide support in terms of coaching, resources and motivation so that they do not feel alone or pressured. As a leader, we need to understand that growth (at their own pace) is possible for everyone, and it is our duty to lead the way.

Modeling the behavior you want to see is paramount in inspiring team members to embrace new challenges beyond their job descriptions. By consistently demonstrating a commitment to self-improvement and continuous learning, leaders create a culture of growth and innovation within their teams. When team members witness their leaders actively seeking out and tackling new challenges, they are motivated to follow suit, expanding their skill sets and capabilities. Leading by example instills confidence and fosters a sense of empowerment, encouraging individuals to step outside their comfort zones and seize opportunities for personal and professional development.

Sharing benefits, value add to individual career and opportunity in future is the easiest & most effective way to motivate. Different team member have own career plan, objectives, strengths & weakness. One solution maynot fit to all thus require good listening skills to gauge team member & plan conversation that it enable change and also aligned to organization transition

I am a firm believer in fostering a culture where mistakes are not only tolerated but expected as opportunities for learning and growth. Moreover, I believe that psychological safety is the foundation for employees to take on tasks beyond their role and thereby embrace new challenges.

Creo que, como líderes, tenemos que dejar de lado el miedo a que las personas se vayan. Identificar las fortalezas de alguien y darle un espacio para que esta persona se supere, siempre tiene el riesgo de que esa misma expansión lleven a esa persona por nuevos rumbos. Y qué mejor que así sea, la sinergia que se genera, el conocimiento que se genera y la gratitud que se genera rompen los límites (para bien) de cualquier cosa que podríamos haber imaginado. Si ese es un miedo latente en ti, es porque aún no tienes desarrolladas todas tus habilidades como líder y te maneja el miedo, impidiendote a ti también, sacar lo mejor de ti.