Seu gerente intermediário luta com assertividade na tomada de decisões. Como você pode ajudá-los a encontrar sua voz?
Os gerentes de nível médio costumam fazer malabarismos com a necessidade de liderar e a necessidade de seguir, o que pode diluir sua assertividade. Veja como você pode capacitá-los:
- Incentive a tomada de riscos. Deixe-os saber que não há problema em cometer erros, desde que aprendam com eles.
- Forneça expectativas claras. Saber o que você quer os ajuda a tomar decisões alinhadas com os objetivos da empresa.
- Ofereça feedback construtivo. Discuta regularmente suas decisões e sugira melhorias sem microgerenciar.
Quais estratégias funcionaram para você para reforçar a assertividade entre os gerentes?
Seu gerente intermediário luta com assertividade na tomada de decisões. Como você pode ajudá-los a encontrar sua voz?
Os gerentes de nível médio costumam fazer malabarismos com a necessidade de liderar e a necessidade de seguir, o que pode diluir sua assertividade. Veja como você pode capacitá-los:
- Incentive a tomada de riscos. Deixe-os saber que não há problema em cometer erros, desde que aprendam com eles.
- Forneça expectativas claras. Saber o que você quer os ajuda a tomar decisões alinhadas com os objetivos da empresa.
- Ofereça feedback construtivo. Discuta regularmente suas decisões e sugira melhorias sem microgerenciar.
Quais estratégias funcionaram para você para reforçar a assertividade entre os gerentes?
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Promote a Safe Environment: Create a culture where mistakes are viewed as learning opportunities, such as holding "failure" meetings to discuss lessons learned. Set Clear Goals: Use SMART criteria for objectives, ensuring managers understand expectations. Encourage Ownership: Assign projects where they lead decision-making, fostering accountability. Regular Feedback Sessions: Implement bi-weekly check-ins to discuss decisions and provide guidance. Role-Playing Scenarios: Conduct workshops simulating challenging situations to practice assertiveness in a supportive setting.
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I always tell them, it’s normal to have self-doubt when we lack experience. It’s all part of the journey! Then. I work on a little exercise with them, imagining the worst-case scenario, list out the consequences, and draw up Plan B solutions to mitigate them. When we’re prepared for the worst, we’re ready for anything, and that builds confidence. I also remind them, “Whatever decision you make, I’ll back you up.” As leaders, our job is to guide and support them as they find their voice. 😊
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Regularly discussing their decisions and offering constructive feedback is a great way to develop their critical thinking and decision-making skills. It's important to create a safe space where they feel comfortable sharing their ideas and learning from their mistakes.
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Helping middle managers develop assertive decision-making skills is crucial to leadership growth. In one coaching session, I worked with a manager who was hesitant to voice opinions during strategy meetings. We practiced role-playing scenarios to rehearse assertive communication and decision-framing. Gradually, they gained confidence by presenting clear, data-driven points and standing by their choices. Assertiveness starts with self-belief and preparation. Encourage managers to focus on facts, align decisions with company goals, and seek feedback to improve. You help them find their voice and lead effectively by empowering them to trust their judgment.
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Another way to bolster assertiveness is by helping them reframe assertiveness as a 'strength', not conflict. Often, hesitation stems from fearing pushback or disrupting harmony. Encouraging them to see assertiveness as advocating for the team’s best interests can shift their mindset. I also focus on communication training—teaching them how to frame decisions confidently and back them with logic and empathy. Role-playing tough conversations can prepare them to handle real-world scenarios effectively. Ultimately, assertiveness grows when middle managers trust their expertise and feel empowered to lead decisively. It’s about building both confidence and communication skills!
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Being in the middle is always a tricky situation. You have to think about short-term actions, yet keep the long-term interest in mind. Thus we often see middle managers lacking assertiveness in decision making. I have encountered this situation in my team, thus this is normal. However here are a few tips which I can share to mitigate this situation: 1 - You can provide opportunities for them to make decisions in smaller, low-risk situations. 2 - As their manager please provide constructive feedback on their decision-making process. 3 - Show them how to decide by balancing polarity in interest. 4 - Delegate, monitor and support their balanced choices. They will understand better if they apply the principles of fair decision-making.
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Middle managers can boost assertiveness by balancing leadership and collaboration. Establishing clear roles, responsibilities, and decision-making boundaries early prevents confusion and builds confidence. Practicing active listening fosters open communication, allowing managers to assert views while valuing team input. Setting boundaries, including saying "no" to unrealistic demands, ensures focus on priorities. Regular feedback helps refine their approach, promoting balanced leadership and a respectful, collaborative culture.
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Helping a middle manager with assertiveness begins with building their confidence. I’d start by encouraging them to prepare thoroughly for decisions, which naturally boosts self-assurance. Role-playing scenarios can also help them practice articulating their thoughts clearly. Providing constructive feedback after observing their decision-making can highlight areas for growth. I’d remind them that it’s okay to take calculated risks and make mistakes—it’s part of learning. Lastly, mentoring them to focus on facts and solutions during discussions can help them feel more grounded and assertive in their approach.
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