A continuación, te explicamos cómo puedes sobresalir como gestor de equipos.

To excel as a team manager, set clear goals so your team knows what to do. Keep communication open, honest, and regular. Lead by example, showing the work ethic and behavior you expect from your team. Be available to help with challenges and provide necessary resources. Encourage development by offering opportunities for learning and growth. Regularly acknowledge and reward good performance. Set team spirit by promoting collaboration and organizing team-building activities. Support a healthy work-life balance for your team members. These steps will help you create a motivated and productive team.

Creating opportunities for team members to get to know each other personally can also build trust. Encourage regular check-ins, both professional and informal, to strengthen interpersonal relationships within the team. Recognize and celebrate individual and collective achievements to show appreciation for their hard work and dedication. When your team trusts you, they are more engaged and committed. This trust encourages open communication, where team members feel safe to share ideas, feedback, and concerns. It also boosts morale, as employees are more likely to feel supported and understood, leading to higher job satisfaction and productivity!

Trust is built through active listening, putting ourselves in their shoe's and embracing openness with team members. Reverse mentoring and role plays helps build team bonding and puts team members in ease and comfort with each other.

Understanding individual team member strengths and weaknesses first, is the key to building a good team. Understand how to get the best part of all of them and you may find that as a group, the strength is the over-riding factor, and the weaknesses are areas to improve. No-one can say that they have a team that does not require any tweaking, but using a team or individuals weakness as a weapon will just diminish all the good that comes from the strength. Our title does not reflect our knowledge, nor does it assume that it has all of the combined knowledge of the team. Therefore, it is always prudent to assume that we are all capable of learning.

Building trust at work involves being reliable, transparent, accountable, respectful, and supportive. Consistently demonstrate integrity, competence, empathy, and maintain confidentiality. Communication openly and honestly, and involve others in decision-making. These actions foster positive relationships and create a trusting work environment.

Set the team goal and give them motivation speech using smart criteria specific tool set time bound and also set long and short term

How does one know the length of distance with a project without all the logistics need achieve quality goals? In order to measure success understanding the goal at hand, the players needed to pursue your goal, share information. Two heads is better than one, learn how to openly communicate, learning is fundamental. Have fun so you will not become bored.

Involve your team in the goal-setting process to ensure buy-in and commitment. Clear, attainable goals provide direction and motivation for your team. Use the SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) to set both short-term and long-term goals. Sample Script: "Let’s set our quarterly goals together. What targets do you think are both challenging and achievable for our upcoming projects?"

Without clear, measurable goals you'll never truly know where you're going or if you're on the right track. The key to setting and crushing goals really lies in alignment, tracking, and roadmapping. Alignment: Your whole team has to know what the goal is and how you're collectively going to achieve it. This requires expert communication; they need to believe in where you're leading them, and feel like it's their goal also. Tracking: Goals must be measurable, period. Without meaningful measurement you're walking aimlessly in one/more directions. Roadmapping: Rome wasn't built in day, and you won't achieve your Q1 goal in 24 hours either. Set small milestones and ensure your team knows these smaller hurdles are steps to your larger goal.

After building trust and discovering a teammate, you need to move on to the next stages, which is setting goals for your team. Goals must be SMART and must be a statement to everyone, and follow through on them.

Over-communicate when necessary. It's better to repeat important information than to assume everyone is on the same page. Ensure that your communication is concise, consistent, and transparent. This includes giving clear instructions, sharing important information, and being available for questions. Effective managers are excellent communicators who can convey complex information in a clear and understandable manner. Sample Script: "I’ll send a follow-up email summarizing our meeting points to ensure everyone is aligned. Feel free to reach out if anything is unclear."

Communication is key in life itself. Being a leader is able to know drive things in the right direction and having inputs of your team and at the sametime having to know how to distinguish between what will and what will not, by effeciently communicating, without that you are unable to know what is expected nor the outcome might not be as effective as it would have if communicated.

The manager needs to have a clarity on what can be done to get the best out of the team, it is further communicated clearly to the team on what are their expected goals and what will be their contribution in the entire project.

It is indeed essential to propose both formal and informal team moments. Of course weekly or bimonthly meetings are a must like 1to1 but it s not enough. Having lunch together, celebrating a birthday or a Milestone with a drink allow to generate ties and reinforce team spirit.

Create an inclusive environment where everyone feels valued and heard. Facilitate team-building activities and cross-functional projects to enhance cooperation. Sample Script: "I’d like us to work with the marketing team on this project to combine our strengths and achieve a more impactful outcome." Specific Example: "I initiated a monthly 'collaboration day' where team members from different departments work together on a shared project. This improved our innovation and team cohesion significantly."

Collaboration stems from a shared ownership of a singular goal. Initially, this can feel as though you're losing control; after all, you're letting someone else's creativity and problem-solving into your world. This often happens with first-time delegators (trust me, I was one!). However, without confidently sharing responsibilities (and actually trusting your team to get the job done), you won't see real growth. After all, leadership is about growing skills, capacity, and confidence—none of which arise from you doing the work for your team.

Es importante que como lideres, podamos fomentar estos espacios de colaboración, e incentivar al equipo a poner actividad como practica recurrente. La expectativa de sostener buenos resultados no solo se podrá alcanzar con el desarrollo de tareas y deberes rutinarios, sino que también cuando el equipo esta en constante formación.

Je suis parfaitement d’accord avec Alexandre Borie, les moments de convivialité sont essentiels et font la différence; mais ce que j’attends avant tout de mon manager c’est la confiance et la bienveillance.

Employees value actionable feedback that is delivered in a supportive manner. It shows that you are invested in their growth. Focus on specific behaviors and outcomes, and balance positive feedback with constructive criticism. Actionable Strategy: Implement a structured feedback system, such as monthly one-on-one meetings, to ensure feedback is continuous and systematic. Sample Script: "I noticed your proactive approach in the client meeting last week, which was excellent. For future presentations, let’s work on integrating more data to back up your points."

Providing feedback, particularly negative feedback, can be incredibly challenging. However, it's an important part of the learning process. Think back to your early career, is there a particular piece of advice you heard, clung onto, and embodied? I can personally point to many, most of the memorable ones being growth opportunities. Said plainly: receiving negative feedback. All of these incredibly positive and formative pieces of feedback had something in common: They came from a place of genuine care, they were delivered with empathy and understanding, and they were supportive of me in my journey. So, regardless of its nature, if your feedback is actionable, empathetic, and supportive—you're doing it right 👍🏼.

It's very important to show people you are accountable in your leadership role, but you also have to get others accountable in their promises. Not doing that can be a sign of negligence, lack of confidence or fear. Doing that with empathy and taking into account team psychological safety will send a great message on the kind of collaboration you want to set forth for the entire company.

A constructive and on-time feedback is always necessary for the team members. With this, the individual team member can figure out the areas which they need to work in. The manager here needs to communicate with empathy and organize required training and sessions to improvise the performance of the respective member. A member performing well needs to be communicated about her/his contributions, achievements and what is further expected out of them post their current success.

Being a people developer always looking for team members improvement should be a permanent focus of team manager. It is important to indicate the improvements of team members, even small. It will make all the difference.

As Mahatma Gandhi rightly said "be the change you want to see in the world". Short and simple. Totally goes out to all the leaders and managers out there. :)

Biggest Lesson- Never sweep conflicts under the rug- Hear them out, figure out a way to get the conversations out in the open and navigate the conflict. Take active feedback and check-up. Don’t just let your team rant to you and then do nothing about it. They’re relying on you to manage their talents, so manage them.

The biggest lesson I've learnt it, to be a good Manager, you need know how to manage talent. If you know someone is good at making presentations, then believe that they actually know what they're doing and give autonomy. Trusting someone with a responsibility can actually do wonders!

Never let things go; always keep the communication channel open and clear! Encourage open dialogue and value diverse ideas and opinions to foster a collaborative and innovative team environment.