Wie können Teamleiter der Elektrotechnik ihrem Team helfen, sich beruflich weiterzuentwickeln?

Work with your team to align the company's goals with personal objectives. This will give them a sense of ownership and help to foster a higher level of commitment. The goals should be meaningful for both the company and the individual. Also, demonstrate how contributing to these goals or vision will benefit society or their surroundings and how it impacts their end customers.

In order to grow your team professionally it's very important to be first clear in your mind without a slight scope of ambiguity about what you expect from your team members. Once as a manager your thought process is clear then you need to communicate clear expectations to your team members and also it is important for you to communicate how important is their contribution to the organization and for the team members. Teams which feel and understand that their work is meaningful to the organization perform excellent and where team members are unsure about their work tend to lose interest faster and get demotivated. So, appreciate your team often and make them feel they are an important part of a larger picture.

In my experience setting an example for the team first by delivering and then training them to follow in your footsteps make great future managers, in majority of work environments leaders tend to follow guidelines (by book) and they will restrict themselves from getting in to the bottom of the challenges. Your colleagues and juniors look up to you as an example, if you sit and just give directions rather than getting your hands dirty you will never earn respect.

Allow then to think and suggest ideas and stuff on their own. Every mind is different and if it is allowed to think that is when the most productive it will be rather then forcing it to stick to a rigid agenda. Be friendly and open to everything and all possibilities.

In my experience, the goal should be set after having a detailed discussion with each employee to know their strengths, area of interest and improvement. This should be balanced between their core strengths and area of improvement. So that the employee can grow towards achieving goals and professional excellence.

Creo que es relevante que el líder del equipo de una especialidad, como la de ingeniería eléctrica, deje de tomar el rol y la necesidad de tener todas las respuestas, por lo tanto, tiene que comenzar a formular preguntas movilizadoras, sumergir a su equipo con la visión de la organización y de la gerencia, claridad en el “por qué” y el “para qué”, entregar claridad de las metas, y sobre todo, lo más importante, ser un líder que inspire y confíe en todo el potencial de su equipo.

Electrical Engineering team leaders contribute a critical role in helping the professional growth of their team members. First, identifying the capabilities of each team member and using their skills to perform the required tasks. Second, communicate clearly the group goals and align them with the personal objectives of the members. Third, work on an improvement plan for each team member to tackle their weaknesses. Provide incentives for improvements. Fourth, provide honest feedback and treat team members with respect. Use KPIs for fair and honest evaluations. Fifth, provide opportunities for learning to both junior and senior levels. The company should pay financially for the team improvements, not burdening the expert team members.

I agree that nothing is as frustrating as a leader without a clear or unrealistic goal, but I advocate that leaders should carry the team along while developing the objectives. You don’t need to consult them all the way but seek for inputs through formal or informal means. Teams are more inclined to work for the achievement of the goals if they have the feeling of “this is our collective objective”

Setting your goals is a critical aspect of your career development. Besides aligning with the company vision and objectives, your goals must be defined aiming for your professional objective. Where am I looking to be in the short and long term? Will these goals help me to fill the gaps I have to reach my professional objective? - So basically, from my personal experience using your goals as a guide for your learning path is a very efficient way to reach your objectives. In addition, is also important to remember that the subjectivity here is never a good aspect, the metrics and success criteria shall be clearly defined and set from the beginning.

Regular meetings and discussions on targets. Good practice sharing, pathways and Road maps, and individual strengths on strongest areas, peer learning, training.

From my point of view providing a constructive feedback is very important to grow your team professionally, yet you have to consider the following points: - Offer guidance and support for the recipient to improve their performance - Help the recipient identify areas for improvement and give them specific suggestions on how to make those improvements - Boost the recipient’s confidence by acknowledging their strengths and highlighting the progress they have made - Create a culture of continuous improvement and growth

Constructive feedback is rooted in the intention to help someone improve rather than criticize or condemn. The goal of constructive feedback is to facilitate growth and development. With the right approach and mindset, feedback can be a powerful tool for promoting self reflection leading towards positive change.

Sharing constructive feedback is as important as praising someone. However, the only difference, in my opinion, is to share constructive feedback in person and not among all, whereas praising someone should be announced publicly. ‘To err is human’ - we all know, therefore keeping this in mind, we should share constructive feedback. This should be cascaded in such a way that a person would take it as motivation and keep on progressing and enhancing learning process.

An electrical engineering team leader can support their team's professional growth by: Providing Feedback: Offer constructive feedback regularly to help individuals understand their strengths and areas for improvement.

Ambiguity leads to operational decay. A method for deterring this is through documentation and a level of transparency. This sets an environment for improvement that is actionable. A workflow standard is one metric used to determine proficiency and efficiency. This can be a template for constructive feedback. Allowing for actionable documented improvement assists employee career progression. Contributing towards favorable action of pay rise and promotion. These are basic methods, but others exist per industry.

Another way to help your team grow professionally is to provide constructive feedback on their work and behavior. Feedback is essential for learning from mistakes, improving skills, and enhancing performance. You should provide feedback that is timely, specific, actionable, and balanced. You should also encourage feedback from your team members, both to you and to each other. Providing constructive feedback helps your team identify gaps, address issues, and recognize successes.

The contructive feedback is defined as giving the feedback on results obtained by a team or individual in a goal. Some steps which we need to adopt in order to keep great work is - Appreciate your team on the work they have done either they have made mistakes or not. - Encourage them to work harder - Never ever degrade any of team members infront of the team to degrade him/her. It will cause a bad impact on whole team - teach them or tell them their mistakes not directly pointing them but using your emotional intelligence.

Feedback is essential for learning from mistakes, improving skills, and enhancing performance. Leaders should provide feedback that is timely, specific, actionable, and balanced. Leaders should also encourage feedback from team members, both to himself and to each other. Providing constructive feedback helps your team identify gaps, address issues, and recognize successes.

1. Help the team to identify their skill set and support the team members in acquiring new technical skills through training, workshops and educational opportunities. 2. Encourage team members to take up challenging roles and assigning team members with projects that align with their career goals. 3. Give the team constructive feedback on performance, acknowledging strengths, and rendering guidance on gray areas for improvement. 4. Facilitate opportunities such as conferences, workshops, trainings etc for team members. 5. Give due recognition and creation award schemes to boost team morale, motivation & identification of potential leaders within the team with the requisite avenues for leadership development.

Constructive feedback meant for me is to inform team member gently, for his mistakes with alternative better ways of doing and also acknowledging n appreciating for his/her accomplishments. It should be bidirectional to make our living place more effective and efficient. This will make informal communication more strong among the team members and pave way for creating better teams.

Really get to know your team and talk to them. Understand their goals and actively help them reach them. Help them learn from your own mistakes and don’t let them repeat those same mistakes. Nothing worse than a leader that watches someone fail because they have the “that’s what happened to me” mentality. Finally, truly be there when a mentee or another team member needs you to listen to them vent.

Continuous interaction with the team members is must to understand their needs, each members may have different needs either it be personal support, technical training, facilities or moral support. Whether you are able to meet their needs is secondary, each team members should feel that they can share openly, without any fear and hesitation to his boss. The trust developed between the team members and leader will help the entire team to overcome the challenges and achieve their goal.

I would give challenging tasks to the team, and let them fail once so they can develop resilience to overcome difficult problems in the next job.

Agree. As a team leader. The target we want to get, we need involve others, training them coach them to achieve the target together. The top limitation depending on our knowledge, the bottom limitation depending on team members skill.

being an electrical engineer requires you to be interested in building and testing stuff.especially circuit motor station etc.if you want to engineer then you will have to go through intensive training and would also have to gain extra knowledge .

This is the golden rule of being a successful manager. Coaching and developing your team is not easy in terms of act as it is considered as a long term job to be done , but the outcome is outstanding on the team in term of motivation, feeling self value and shows high trust and promising work.

Most importantly, instill in your team members the belief that they are up to the challenge. Do not project your doubts & fears onto them. Give them difficult assignments but be ready to catch the ball only when you are absolutely sure they are going to drop it.

Take the time to coach your team, because the team has abilities that help multiply your efforts. Not everything can be mentored by the lead engineer, so delegate appropriately to your senior staff some of the technical mentoring. From time to time use the technical mentoring as an assessment tool to gauge how much knowledge is absorbed. Try to remember that most of us leaders were at the same point earlier in your career. Hold all of your team members accountable for learning something new each day, but most of all hold them accountable for their work and checking their work. If you can mentor accountability your team will have the ability to build trust and reach success on any project.

Mentoring is working hand in hand with your mentee. It is always active. It develops them to be capable of doing more together. It enriches their professional experience.

Be a Book to the team and ready as a notebook to self to add notes for fresh book addition for the team. Precisely a mentor and coach combination is hitting the bull's eye.

Any organization, which do not invest in training will be outdated and loose the market share. Identifying the training need based on the market requirement is the key to success of an organization. As an engineering team leader, keeping each team member aware of the latest technical know how is must for completing the goal on time.

Besides Electrical Engineering related trainings, there are several complementary options to enhance both team and staff performance. Regarding technical staff, I’d encourage development in the following topics: - Thermography Analysis. - Condition Based Maintenance. - Electrical Safety by NFPA 70E. - Software as CAD’s trainings. And valuable for Engineers in order to develop Management and Leadership skills: - LEAN Management (several tools and models available so far, e.g. 6-Sigma, Kaizen, 5S, et cetera). - Asset’s Maintenance Management, including planning, programming, control and continuos improvement for processes. - System Engineering basis. - Operational Risk Analysis. Of course, there are several development opportunities.

Leaders should allocate sufficient time, budget, and resources for training and development. Leaders should encourage his team to pursue training and development opportunities that are relevant, engaging, and applicable to their work. Offering training and development opportunities helps the team acquire new knowledge, competencies, and qualifications.

We are in an era of technological advancement, team leader should always review the skills of the team in relation to the market. Creating a skills matrix for each team member make the positive team members eager to learn more, this also allows monitoring of growth within the team. As mentioned different platforms of learning is good, transparency to what is achieved and what is outstanding is key.

As a team leader, I think the secret to fostering growth in the team is to provide opportunities for training and development. I take care to identify and provide training courses, workshops, and other materials that meet the needs of each team member as well as the group as a whole. Team gains new skills, keeps up with developments in our sector, and expands their knowledge thanks to these possibilities. When everyone is learning, our team becomes stronger and more flexible. By giving everyone these opportunities, I'm also strengthening and advancing our team as a whole in addition to assisting each individual in becoming better.

Recognizing the significance of employee training is essential for professional development. It not only allows individuals to broaden their skill set but also contributes to the long-term success of the company. A dedicated employee actively seeks opportunities to learn and apply new knowledge, and training courses serve as a valuable means for both the employee and the employer to accomplish their objectives.

Provide a proper training and tevelopment Programs to encourage team members to participate in training and development programs to enhance their technical skills and stay updated with the latest industry trends. This could include specialized workshops, online courses, or industry conferences that focus on electrical engineering, new technologies or safety standards.

I give them challenging tasks that will enable them to learn new skills and develop more confidence. I then monitor closely and obtain regular reports from them to help them succeed

Offering training and development opportunities helps your team acquire new knowledge, competencies, and qualifications!!!!!!

Give individual constructive feedback and offer guidance on how to improve on certain areas. Offer learnings and trainings based on the current market standards. A company that doesn't evolve based on latest technologies and trends will lose.

In my opinion giving your team a space/ freedom to fail and experiment is very important to help them to grow . It’s very natural to demand a continuous delivery from your team but there has to be some way for them to find some creative corner and experiment, fail and learn . This help business as well in long term and some path breaking ideas get generated this way

Innovation is the DNA of electrical engineering, the one who has interest to develop new things and to create something by experiments, having lots of opportunities while dealing with electrical fundamentals. Some of leaders instead of giving recognition for efforts they made towards something new, they scold & just telling them like you wasted the time, is it the correct way? No!!! The true leader must encourage the team members towards new ideas & innovation in the technology which is the need of today's market, obviously organisation work is important & need to be prioritised but we should also allow our mates for shaking their knowledge to bring something new in the office environment.

Encouraging experiments align with business goals is the way , a team leader can grow his team professionally. Allowing them to do their bit to achieve the target, opening up the new ways to acquire related knowledge for team , keep them motivated and at same time challenging them is the key. A leader need to provide ways for team to evolve.

Creating an atmosphere for creativity involves establishing an environment where team members feel safe and encouraged to express their ideas without the worry of criticism or embarrassment. It's important to appreciate that valuable insights might emerge from any team member, regardless of their experience level. Additionally, allocating space and resources to explore and test new ideas is vital. This process allows for the validation and potential implementation of these innovative concepts, fostering a culture that embraces innovation and progress within the team.

While sometimes, people can be tempted to stick to what is true and tested only and forgoing any advancements or innovations, there are often both advancements, solutions, and other things hidden behind the freedom to allow your team to use their creativity. Sometimes, allowing a certain space of fail and experiment ends up saving companies significant amounts of money, find new solutions to problems, and more than anything give engineers more job satisfaction. All those on the long run result in happier, more productive teams that are always trying to find solutions, who are also satisfied in their jobs.

Innovation, a key market differentiator, emerges from every organizational level, not just C-Level or leadership Team. Fostering this involves encouraging creativity and experimentation, allowing team members to pursue ideas or research that captivate them, regardless of their immediate work relevance. For instance, in our factory, a security guard's after-hours DIY tool creations are now used by 30% of the staff, enhancing productivity despite he was building it for fun! Such innovative contributions are essential for organizational advancement and his tools allowed us to produce new local products every one else is importing it.

I have often been frustrated and disappointed with a company’s approach to innovation and creativity. Very often brilliant engineers will be just ticking over - not using their skills and experience to best effect. The difficulty is that dept’s within a company may not be operating at the same level - working in so called ‘silo’s’ not sharing resources. This situation leads to mis-trust & employee dissatisfaction. In my opinion, this problem is very much in the hands of department manager who may not have the best interests of the company at heart. Therefore, in my opinion, the most successful businesses have a top down collaborative approach with each department being continually monitored against KPI’s.

It is important to have a questioning attitude and be open to collaborative ideas. A lot of times you find that processes and methods have been passed down but no one can speak to why it is done that particular way. Along those same lines, some jobs or tasks can be accomplished in various different ways with the same results.

Encouraging Innovation. Leader should consider leveraging different methods to challenge the statuquo, remove inefficiencies and foster innovation.

Fostering innovation and creativity within the team is essential for driving solutions and optimizing existing processes. Creating an environment that promotes curiosity, experimentation, and collaboration involves providing team members with the necessary tools and resources to explore new ways of doing things. Recognizing and rewarding innovative efforts and outcomes strengthens the culture of innovation, playing a crucial role in maximizing results. Finally, aligning innovation and creativity areas with each member's profile is key, as it promotes motivation, commitment, and leverages individual strengths.

Promote Collaboration and Knowledge Sharing: Create a collaborative environment where team members freely share knowledge and experiences. Establish platforms for regular knowledge-sharing sessions, where team members can present their work to the rest of the team. By implementing these strategies, electrical engineering team leaders can create a supportive and growth-oriented environment, ensuring that their team members have the opportunities and resources needed for professional development and success.

Grow its necessary to resolve many type of problem, because the focus is solution of problem and don't problem proper. I believe that!

Modeling professional growth as a team leader is beneficial because: Sets a Standard: It establishes a culture of continuous improvement and learning, demonstrating to team members the value of personal and professional development. Inspires and Motivates: Seeing their leader engage in growth and development activities can inspire team members to pursue their own growth opportunities, fostering a more dynamic and skilled team.

At first, being an example of lifelong learning, by reason of as a team leader or a senior engineer, you are both a leader and an example to your team. - Promote Collaboration Work and a place where they can share their Knowledge. - Bring small challenges and be part of the solution with them.

Ask HR what is the blue print growth plan. if they have one for the company. if not develop one for yourself. This will be your guide and help you Grow within the company. Always be ready to move

As a team leader or a senior engineer, you are both a leader and an example to your team. Earning your teams respect by both how you lead the team as well as your knowledge in the field is critical to a successful team, and getting that knowledge is also important to make correct decisions, keep up with latest advancements, and allow further innovation and creativity in the team. Sharing said improvements is always useful to tell your team that it is fine to learn, and it is fine to try things out, and to keep advancing.

Promote the knowledge sharing. Propose a collaborative lessons learned document. Bring small daily challenges and be part of the solution with them.

In my point of view, being an exemplary for team, as a model of professional for your team, keeping the daily routine, looking for developments, showing what must be done or not. Must be think in the company first in every decision.

I believe the team leader sets the pace. A leader that shows there is always room for improvement and growth in a business gives the team the path they can choose to follow. A leader should inspire their team to be better even if it surpasses them. Early in my career I worked with leaders who felt threatened by other engineers growing to their level that they set up unreasonable project goals which left the team in constant panic production with no time to grow barely any of their skills except how to manage bad scheduling. It is an unhealthy work habit. You want the team to want to work not hate it due to lack of growth and leadership.

It is not only about electrical engineering but for all engineering professionals. Mentoring , coaching and also allowing some think time for the engineers. Give exposure to commercial aspects not keep them occupied with core engineering stuff. These things may take engineers long way to grow as leaders.

A poor team often has poor leadership. Leadership is key, as are mentoring the team and fostering team progression with actions seen to be taken from team feedback. Structure is also key, and not allowing team members to be insubordinate.

Agree. Also I would like to add some important things. *There should be proper ordered documentation of any minute element in the job. This will ensure smooth work progress and future reference. *Documentation should be transparent to the management as they can be utilized in future reference for the easy future upgrades, updates etc *Knowledge sharing. It should be done together with the job or in regular basis and there should be a platform where anyone present their ideas, knowledge etc which will enhance the teams performance. *The shared ideas should be analyzed and should be implemented if they are worth for the company's growth. *Mistakes happens but they should be acknowledged and steps should be taken to prevent repeating.

To add to the above, Professionalism shall be intrinsic within the nature of any work & can be achieved through: 1) Setting of SMART (Specific, Measurable, Achievable, Realistic & Time Orient) type Goals 2) Prioritising & Planning the work 3) Inclusiveness throughout the Process. 4) Freedom of expression, Recognising, Monitoring & guiding. 5) Team Work with Everyone's Contribution. _ #PrakashRajendran

Celebrate Achievements: Recognize and reward the accomplishments of your team members. Celebrating successes, both big and small, boosts morale and motivates individuals to continue striving for excellence.

I believe that the points 3-6 are redundant. If you have a regular platform for decisions and feedback then you have everything alse. Leaders usually underestimate the team's will to perform and reach goals. But that is only a result of not getting the best out of a team. Self organization over agendas and company goals will give you the best results. At least that is what I have experienced.

The journey of an electrical engineering team leader goes beyond task management; it's about cultivating a culture of excellence and pushing your team to unprecedented levels. In the world of electrical engineering, leadership is not a title; it is a commitment to nurturing excellence, fostering creativity, and guiding your team towards unparalleled success.

In my opinion, the following key factors are crucial: 1. Diverse and challenging projects: By providing diverse projects that challenge the team without overwhelming them, members can expand their expertise and develop new skills. 2. Creating a fear-free environment: An environment where the team is free from the fear of making mistakes is crucial. Here, they can learn from errors and deepen their knowledge through constructive criticism to further their development. 3. Feedback and involving team members in decision-making: By involving team members in decision-making processes, they feel valued and motivated. This enhances their engagement and sense of responsibility, which in turn promotes their personal growth.

A good leader, before asking any task to his team, has to show how to work, to be there earlier and to be the last one leaving, to show commitment.