Managing A Team In A Directive Way - Deepstash
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Managing A Team In A Directive Way

Managing A Team In A Directive Way

Sometimes, getting your team out of quicksand will require you to be more directive than empowering. Don't worry: we can still approach this in a way that drives buy-in and helps your teammates feel heard, and know they have autonomy. Sometimes, being directive is the most empowering thing you can do.

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Communicate the Who, What, When, and How to Your Team

Communicate the Who, What, When, and How to Your Team

  • Avoid the word "accountable". Use longer descriptors to describe what you actually mean
  • What's going to happen, or be different, as a result of me doing this thing?

Example: "I facilitate standups on Mondays and Wednesdays."

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114 reads

Identify What You’re Optimizing For

Identify What You’re Optimizing For

A manager has to ensure that the team has a clear roadmap with well-defined projects and deadlines.

To check this, managers can start by asking themselves:

 When you think about how you want to lead your team at this moment, what are you optimizing for?

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160 reads

Empowerment Vs Direction

Empowerment Vs Direction

  • As leaders, it's our responsibility to choose the approach in each new scenario that will work best for the work, the team, and the organization.
  • It's important for every leader to learn how to adopt a directive approach when it's the most effective option while maintaining the trust...

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82 reads

Identify the Who, What, When, and How

Identify the Who, What, When, and How

Describe your role in outcomes, rather than describing how you will do your work.

Example: Ensure the team has internalized the project's timeline

  • Ensure each team member has a clearly defined individual role in this project.
  • Communicate to stakeholders when ther...

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119 reads

Define the Who and What for Your Team

Define the Who and What for Your Team

  • Describing your role in terms of outcomes will allow you to make informed "how" decisions that always tie back to the primary goal.
  • Identify your teammates' roles and responsibilities.
  • Block out time for this work.
  • Find one person who will be good at giving you gut-ch...

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82 reads

Nailing Down the When and How

Nailing Down the When and How

If you need to communicate to particular individuals first: Prioritize communicating with different folks based on how much their reaction or input will affect your future messaging

Identify what's changing about how the team is doing their work and what's staying the same

Res...

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82 reads

Ask Open Coaching Questions

Ask Open Coaching Questions

Before getting defensive, arguing, or shutting your teammate down, try spending five minutes using open coaching questions to understand where they are coming from:

What feels most important to you about this?

What is your gut telling you?

What one thing d...

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87 reads

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kary

Watercooler talks expert 🚰

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  • Ask for clear rules. Without rules, you might feel lost.
  • Don't worry about not finishing a task. Sometimes it is good to move on and re-visit a project later.
  • Don't worry if some things don't seem logical.

Building Trust With New Team Members: Being Human

  1. Talk about one’s upbringing, hardships and personal history, while keeping it work-appropriate. Getting to know people on a personal level builds trust and connections, as they see a human being and not just a new employee.
  2. Ask for help whenever possible. It shows vulnerability and...

Managing Emotion

Managing Emotion

When you take action based on emotion, you're doomed to suffer in life. Realizing that emotion has no rational way of thinking. Helps us overcome many years of suffering in life.

We, human need emotion( to stay connected with fellow being) But, that don't mean that we will let it decide or ...

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