Your team is struggling to stay on track. How can you guide them without stifling their progress?

Encourage open communication, set clear goals, provide regular feedback, and allow autonomy. Offer support when needed while trusting their expertise, fostering accountability, and maintaining a collaborative environment without micromanaging.

The best tool is PDCA With such tool and continues monitoring of the progress through PDCA, we can manage the progress the team and can adjust the plan as per the current situation and challenges

A powerful concept to adopt is "Will It Make the Boat Go Faster?” When guiding a team that's struggling, it’s essential to provide direction without limiting their potential. A powerful concept to adapt is "Will It Make the Boat Go Faster?"—a mantra used by Olympic rowers to focus solely on what drives success. Encourage your team to ask themselves this question with every task and decision they make. It creates a sense of ownership, aligning everyone’s efforts with the ultimate goal. This way, they prioritize actions that push the team forward and eliminate distractions that hinder progress. By adopting this mindset, you empower your team to stay focused and purposeful without micromanaging their every move.

Stop doing Micromanage ❌ Focus to create the Friendly atmosphere so everyone can open up easily & can understand the requirements of yours. Understand where they are lacking to come on track. & Resolve there issue accordingly.

Begin by observing patterns in the team's performance and talking to team members individually or in groups to uncover any underlying issues. This could be a lack of clarity in tasks, burnout, or communication challenges. Identifying these needs helps tailor the right solutions.

1. Set clear goals and expectations while allowing flexibility in how tasks are accomplished. 2. Provide constructive feedback regularly and offer resources for self-development. 3. Encourage open communication and autonomy to let team members take ownership of their tasks. Real-life example : At Google, employees are given 20% of their time to work on personal projects. This autonomy has led to innovations like Gmail and Google News, boosting both productivity and creativity.

Before giving any solution, it is crucial to find out the cause of struggling. By analysing all the available data, by effective communication with the team members, by comparing the current performance and other parameters with the similar organizations or competitors.

Set clear and SMART goals and ensure they understand it Encourage open communication for challenges and success Offering assistance if they need trust the team to find solutions Encourage the brainstorming and collaboration Foster the culture where mistakes are seen as learning opportunities and empowering the team

Start with a Quick Check-In Have an open chat with the team to understand the root causes of their struggle—be it workload, resources, or miscommunication. Set Clear, Flexible Goals Lay out the priorities and direction, but allow the team to have input. This way, they know what’s expected without feeling restricted. Encourage Problem-Solving Together Bring everyone together to brainstorm solutions. Let the team own the process, which builds trust and helps avoid micromanaging. Provide Support, Not Control Give them the tools and resources they need, but step back enough to let them figure things out. It’s about finding balance.

Setting goals and milestone at the beginning of the project for the team. Periodically reviewing the progress at set milestones will give an idea to the leader of the progress pace and if it is as expected or getting delay. Team leaders need to find out the reasons for delay in the progress. This can be done by one to one discussions regarding challenges and solutions. Sometimes teams only need time to time guidance and sometimes the team needs handholding. Other team members who are able to achieve their milestones can also support the ones, who could not. Every achievement should be appreciated and every delay should be supported by guidance.

Starting with an easy and achievable goal is the good step to leading towards tough goals. It will be a motivation for team members to work and improve further. Again the tough goals must be achieve able logically and practically, depending upon the available resources

Escuchar activamente y hacer preguntas que inviten a reflexionar ayuda a que cada miembro descubra sus fortalezas. Establecer un entorno donde se puedan cometer errores sin miedo fomenta la confianza y la creatividad. Mostrar apertura y flexibilidad permite que el equipo explore diferentes enfoques sin sentir presión. Reconocer los avances, por más pequeños que sean, motiva y refuerza el compromiso.

Set Clear, Achievable Milestones: Break larger goals into smaller steps so the team knows exactly what success looks like at each stage. This keeps everyone focused without feeling overwhelmed. Encourage Open Dialogue: Actively listen and ask questions that spark insights. This helps each team member find their strengths and contribute more effectively. Create a Safe Space for Mistakes: Let your team know it's okay to stumble. This builds confidence and promotes creativity without the fear of failure holding them back. Recognize Every Win: Celebrate even small achievements. It boosts morale and keeps motivation high, showing progress and effort are valued.

É importante deixar claro para toda equipe o objetivo principal e também as metas que serão necessárias para alcançá-lo. Dessa forma, todos colaboram para que a empresa atinja o resultado desejado.

Have a weekly rundown so everyone gets a chance to reset and adjust to the changes incurred by the current work progress. It also helps avoid or address ambiguities early on.

Las metas y objetivos en una empresa, en un trabajo, en los estudios, con la familia.... Son la estructura del éxito que queremos lograr. Para poder cumplir ciertos objetivos y tareas, es necesaria una serie de habilidades y técnicas que nos van a permitir ordenar nuestras ideas, como hacerlas y por qué. Lo más importante para establecer metas y objetivos, son: - Tener claro a quien va dirigido. - Conocer el contexto . - Asegurarse del primer paso. - Es factible en tiempo y forma cumplir con esos objetivos. - Repartir tareas a todos los miembros del grupo, teniendo en cuenta sus necesidades y habilidades. - ¿Que esperamos conseguir con las personas que reciben o practican estás acciones ? Sobre todo que tomen acción y se involucren.

Fostering collaboration within a team involves creating opportunities for team members to connect, communicate openly, share ideas, and contribute to their unique skills and perspectives. It means cultivating a culture where collaboration is not just encouraged but also celebrated as a core value.

Whether it’s new software, training, or additional personnel, ensuring your team has the right resources to accomplish tasks is key. Encourage them to seek out resources or offer recommendations based on their specific needs.

Open the lines of communication: Regular check-ins help identify resource gaps early. Encourage your team to speak up if they need help. Provide relevant tools: Equip your team with the software, tools, or training they actually need to stay efficient. No unnecessary extras. Break down barriers: Be proactive in removing obstacles—whether it’s workflow bottlenecks or a lack of access to important information. Offer hands-on guidance: Sometimes, guidance matters more than tools. Be available to walk them through challenges without micromanaging. Adjust processes when needed: Stay flexible. If the current way isn’t working, adapt quickly and make sure the team knows it’s okay to pivot.

Empower your team by giving them ownership of their work and the freedom to make decisions in their areas of expertise. Trusting your team's abilities allows them to take initiative, boosting engagement and innovation. While guidance and support are necessary, avoid micromanaging, as it can hinder creativity. Instead, foster an environment where your team feels confident navigating challenges. This balance of autonomy and leadership helps the team stay on track while feeling invested in the project's success.

Encourage ownership: Give your team control over their work. It boosts accountability and inspires initiative. Trust their decisions: Let them make calls in their areas of expertise. This shows confidence in their abilities and leads to better engagement. Provide support, not control: Step in when needed, but don't micromanage. Micromanaging dampens creativity. Create a safe space for risks: Encourage taking calculated risks. It promotes growth and learning from challenges. Balance autonomy with direction: Stay available for guidance while allowing room for independence. This keeps everyone aligned without stifling progress.

¿Como consigue un trabajador que su jefe confíe en el? - Lo primero son ganas, ganas de hacer lo que nadie quiere hacer. Estar el primero e irse el último. - Aprender de todo lo que le rodea, preguntar, ser curioso, formarse en la materia. - Una vez el compromiso se traduce en trabajo bien hecho, el trabajador debe educadamente hablar con su jefe para que valore su crecimiento, no en aumento de sueldo, si en responsabilidad. Lo demás llega solo. ¿ Con estos pasos mi jefe me va a ascender? La respuesta es NO. Siguiendo estas pautas lo que SI vas a lograr es que tú jefe confía en ti, sabe que no buscas dinero vago, y que has aprendido desde abajo sin fallarle. Tiene argumentos suficientes para darte más responsabilidad y autonomía.

Use project management tools like Asana, Trello, or Monday.com to track tasks and progress without being invasive. Set up regular but light check-ins to discuss challenges, provide feedback, and adjust goals as necessary. This keeps accountability high without stifling creativity.

Set clear milestones: Outline specific goals and timelines, so everyone knows what to aim for without needing constant check-ins. Light-touch check-ins: Have regular, short sync-ups to discuss progress, challenges, and adjustments needed,keeping it solution-oriented. Leverage simple tools: Use project trackers like Asana or even a shared Google Doc to keep tasks visible without feeling overwhelming. Encourage feedback loops: Open space for the team to share what’s working or where they need more help, this keeps things collaborative. Focus on growth: Make feedback about learning and improvement, not about blame, keep it positive to encourage creativity and accountability.

Progress goals and timeliness should be communicated and set as the high level project goal. Individual team.members should feel empowered to set and communicated their own mini sub project goals and timelines. Maintaining A mandatory meeting to share updates or having a collaborative document with required mandatory updates from each team member allows for wins to be celebrated and challenges to be discussed. This process will ensure wins can be celebrated and challenges can be clearly identified in real-time.

Mejora de más del 40% de efectividad en trabajadores. Durante años he ido probando diferentes técnicas, y sin duda la que mejor resultados me dio fue la asignación de roles y tareas. Es un proceso que se enfoca de lo general a lo específico: - análisis de la situación o contexto - Selección aguda de objetivos, tiene que ser 1 objetivo o 2 para que tenga efectividad. - Elaboración de tareas - Asignación de tareas individuales según características del trabajador. - Software móvil o app, para la gestión general por parte de la directiva como de información y de hitos para los trabajadores. De esta forma un equipo sabe el objetivo principal, tiempo de ejecución y que tarea corresponde a cada uno, sin errores, sin culpar y efectivo.