Leadership and creativity: the challenge of delegating successfully
How many occasions are we faced with leaders to which new ones are exposed ideas to improve any aspect of the project or the company and we find ourselves The "no" in definition response. It doesn't matter how many hours, debates, proposals or Fundamentals let's put the table.
In this sense, leaders face a constant challenge: find the Adequate balance between control and confidence in the team. This problem becomes especially relevant when leaders are trapped in a dynamic in which The teams always go to them in search of answers and solutions. This fight is one of the more critical situations to which any team can be found when it comes to address the way to the success of the project or the company and it is, the responsibility of the leader, not generate a dynamic that causes frustration and demotivation in the team.
What is the impact of the lack of confidence in the development of the equipment?
Imagine a situation in which a senior executive, who serves as a mentor for his team, Complaint that your collaborators are not very creative and always depend on it to solve issues. This leader decides to address the problem by calling a meeting with his team to generate creative ideas on how to improve inefficient processes within the company.
After two hours of debate, none of the ideas proposed by the team seems viable For the leader. The reason behind this frustration lies, in many cases, in your inability to trust your team's ideas and delegate important tasks. This Not only does it affect the morals and development of your team, but it also leads to constant micromanagment, which reduces its own productivity and well -being.
How to overcome the difficulty to delegate tasks?
In all my years of experience I have detected that, most of these problems come Given by a series of poorly developed intrapersonal skills, self -knowledge and self -consciousness are relevant areas to work on the part of any person but, more if possible, for those people who have a position of responsibility on others in the company. In fact there are many companies that seek talent, but the improvements are looking for good people. Then you, team leader, project manager, director of your company, CEO invite you to be the following aspects.
Do you trust your team?
The lack of confidence in teams and your difficulty in giving control and delegating tasks is a common problem in many leaders who can hinder growth and innovation in the company while generating a feeling of demotivation and frustration in the team with all that this implies, loss of credibility in the Leader, slowdown of processes, lack of proactivity on the part of the team . . .
How is your ego?
In Latin, the word ego means me, but in psychology the term is used To refer to the psychic instance that allows an individual to recognize himself and his own personality.
The ego component, related to the lack of self -confidence and fear to seem little relevant, to It often contributes to this dynamics that prevent the objectives of the project from being achieved or, Simply that things happen. In case of not examining well -built self -confidence by the leader and having that fear to seem not relevant implies that leaders can feel that they must have all the answers and that their knowledge is irreplaceable.
During my professional career, I have dynamized thousands of sessions and I have had to direct infinite meetings in which many questions have been approached with the aim of opening the mind of the paticipants and invite you different to find new solutions to the challenges that are they raised and, in all sessions I have urged participants and teams to Possible and very valid response is "I don't know. "Do not feel that this answer, like leader, disable or attempt your relevance in the project, quite the opposite, in the cases in which you do not know something and be able to transmit it in an empathic way to your Collaborators will humanize and enhance your leadership.
Avoid micromanagement, open to new ideas, increase productivity
The result of all these aspects that I highlight is usually in a harmful cycle in which Leaders fall into the micromanageal trap, which not only frustrates their teams, but which also reduces productivity and generates significant wear at all levels by teams, demotivation, disappointment, lack of interest in job.
Imposing ideas in a camouflaged way further limits creativity and team participation. Despite having a wide range of fundamentals to believe in your idea, Over new approaches. I have rarely given that an idea of another person there is no added to the idea that I had preconceived in my head. The lack of opening to new ideas It can lead to immobility and stagnation of your project or your company. However, opening to new ideas is the fundamental basis of innvation and can involve both the improvement of existing ideas and open new business routes that, from another way, they would never have been given in addition to being promoting an atmosphere of constant innovation in which your collaborators will feel valued and empowered to contribute significantly.
In summary
The key to promoting creativity and innovation in a team lies in the trust and effective delegation. Leaders must be willing to open up to new ideas and allow their collaborators to contribute significantly. Only of this way they can overcome the challenges and achieve success in a business world in constant evolution. In defintive, empathy and disposition before the New ideas will be beneficial to the entire team and organization as a whole.
