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Self-managing teams in the past were mainly motivated by the fact that they wanted to give their employees more responsibility, and therefore also created more involvement. The employee was also able to develop further in non-specific tasks.

Leaders as a coach

Managers were transformed into coaches and the directive management was in the past. Now, for cost-technical reasons, the self-steering teams are again discussed. Idealism has been pushed to the background. In the past, the use of self-managing teams has by no means led to the desired result in all cases. It now seems like a good time to take past experiences to the present to come to successful self-managing teams.

Tips for effective self-managing teams

- Create support for self-management
- Work from a shared vision and objectives,
- Provide a clear role and task division of team members, one must know what the responsibility is. There can be no question of partly self-managing teams. It will therefore have to be clear where and where no self-control will take place.
- The preconditions must be well organized. Note the effectiveness of processes. Give space, but take care of control.
- Make results visible to the team members.
- Employees must have the desired knowledge and skills. Let them share knowledge and follow training.
- Offers opportunities for coaching.
- Within a self-managing team, not everyone is able to take the same responsibility. Put people in their power, have an eye for the qualities of the team as a whole.
- Organisation advice

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