Effective Team Management Strategies: Insights from Expert Adwait Kurlekar

Small business owners can transform their enterprises by mastering team delegation and learning how to manage a team as a leader. In deAsra Foundation’s dreamBIG series, Anand Godse interviewed Adwait Kurlekar, a 30-year veteran in strategy, marketing, and HR. Hosted by deAsra Foundation, the discussion offers effective team management strategies for Indian entrepreneurs with 3–15 employees. 

Mr. Kurlekar’s practical advice on building teams, delegating tasks, resolving conflicts, and fostering culture, enriched by insights from deAsra’s blog, equips industry leaders to drive growth.

Building Teams in Small Businesses

Unlike corporations with formal HR and rigid processes, small businesses rely on the owner, who juggles sales, management, and core functions. Mr. Kurlekar stresses that effective team management strategies depend on personal relationships and trust. “In a small setup, the owner is the institution,” he says, noting the lack of formal structures. Small businesses prioritise the human element, making how to manage a team as a leader a personal task.

Entrepreneurs should hire for specific skills to address weaknesses, like an accountant for finances or an editor for a creative studio. He advises against expecting employees to share the founder’s passion, as small businesses are “often lifestyle businesses, and that’s okay.” This ensures team delegation aligns with immediate needs and business goals.

The Art of Team Delegation

Delegation is central to effective team management strategies, but it’s often misunderstood. He clarifies, “Delegation means trusting someone to handle a task while retaining overall responsibility as the business’s trustee.” For example, a kirana shop owner must trust an employee to manage the cash counter during their absence to ensure continuity. Trust is the first thing delegated, enabling smooth operations without constant oversight.

Team delegation has challenges. Entrepreneurs may fear that employees won’t match their performance. Mr. Kurlekar acknowledges this compromise, noting employees may not be as fast or cost-effective, but accepting this is key. To delegate effectively:

• Identify Weaknesses: Recognise tasks you can’t or shouldn’t do, like accounting.
• Communicate Clearly: Use face-to-face interaction, which Kurlekar calls the “best tool” for small teams, to ensure expectations are clear.
• Use Frameworks: Apply the Eisenhower Matrix – delegate non-urgent, non-important tasks first, assign urgent but less important tasks to reliable executors, and keep highly important, urgent tasks.

Mastering team delegation frees leaders to focus on growth while empowering teams.

How to Manage a Team as a Leader: Communication is Key

Communication underpins how to manage a team as a leader. Kurlekar highlights face-to-face interaction in small businesses, where remote work is rare. “Communication isn’t just words; body language is equally important,” he says. In-person discussions, unlike video calls where cues may be hidden, foster collaboration and clarity.

To manage teams effectively, leaders should:

• Set Clear Expectations: Define tasks and outcomes to avoid misunderstandings.
• Engage in Two-Way Communication: Speak with employees to build trust and address challenges collaboratively.
• Avoid Micromanagement: Focus on outcomes, not every step, especially when employees use newer methods.

Micromanagement often arises when owners can’t accept a compromise. Leaders must trust employees to deliver, fostering autonomy and accountability.

Resolving Conflicts and Managing Workloads

Conflicts, like ego clashes over being the “number two,” are common in small teams. Mr. Kurlekar advises addressing root causes transparently, using frameworks like RACI (Responsible, Accountable, Consulted, Informed) to define roles and reduce ambiguity. Quick, fair decisions, such as parting with disruptive employees, may be needed if conflicts harm the business.

Workload management is vital for how to manage a team as a leader. Assign tasks based on strengths, framing increased responsibilities as growth opportunities. Overloading high performers risks burnout or favouritism perceptions. He suggests spreading tasks fairly and reassessing fit if someone struggles, ensuring a motivated team.

Fostering a Positive Culture

A positive culture is crucial for effective team management strategies, especially when salaries are modest. Kurlekar emphasises a family-like environment where employees trust owners to support them in crises, like medical emergencies. “Growth is key – if the business isn’t growing, no amount of culture can retain employees,” he notes. Transparency about progress, without sharing financials, builds trust and aligns employees with goals.

Rewards in small businesses are informal – monetary rewards matter, but daily appreciation is often minimal, with “not being criticised” seen as praise. Owners show care during crises, fostering loyalty. In restaurants, pooling tips to include cooks can boost team morale.

Resource Optimisation and Technology

Small business owners optimise resources naturally, hiring leanly – say, four people instead of five – and relying on gut instinct. Team delegation ensures employees handle more responsibilities, which isn’t stressful if managed well. Hiring decisions, driven by demand like customer complaints, align resources with needs.

Technology enhances effective team management strategies if it adds value. Front-end tools like QR codes or POS systems improve customer experience. Back-end tools like project management software may be overkill for small teams; Kurlekar suggests WhatsApp groups for communication, if used effectively.

Avoiding Common Mistakes

A frequent error in how to manage a team as a leader is assuming employees don’t know what’s happening. Informal communication, like lunchroom gossip, means everyone is aware. Hiding issues breeds mistrust, so transparency is essential. Mr. Kurlekar recommends mentors beyond CAs, like those from deAsra, and networking with peers across industries for insights on team delegation and management.

Recommended Read

Mr. Kurlekar suggests Good to Great by Jim Collins for its principles on building sustainable businesses. Though aimed at larger firms, it inspires small business owners to pursue excellence, aligning with effective team management strategies.

Key Takeaways for Industry Leaders

Kurlekar’s insights offer a roadmap for how to manage a team as a leader in small businesses:

1. Build Trust: Prioritise relationships and trust over rigid processes.
2. Delegate Wisely: Use the Eisenhower Matrix and RACI for effective team delegation.
3. Communicate Clearly: Leverage face-to-face interaction for clarity and engagement.
4. Resolve Conflicts: Address root causes transparently and decide fairly.
5. Foster Growth: Build a family-like culture and align employee growth with business progress.

Conclusion

Adwait Kurlekar’s dreamBIG insights provide a blueprint for effective team management strategies. By mastering team delegation, clear communication, and a supportive culture, entrepreneurs can build cohesive teams that fuel growth. 

Whether running a kirana shop or a creative studio, trust, transparency, and practical hiring empower leaders to scale successfully. As Mr. Kurlekar advises, “Don’t look back over your shoulder” when delegating – trust your team, leverage deAsra’s resources, and learn from peers to thrive.

FAQs

1. What is the biggest mistake in team delegation?
   Treating delegation as abdication, where owners hand off tasks without retaining responsibility, is a common error. Kurlekar stresses trusting employees while staying accountable.
2. How can small business owners improve communication?
   Face-to-face interaction is key. It allows leaders to gauge body language and ensure mutual understanding, fostering collaboration and trust.
3. What tools are best for small team management?
   Simple tools like WhatsApp groups work for communication if used effectively. Front-end tools like POS systems enhance customer experience, but complex software may be unnecessary.
4. How do you handle conflicts in a small team?
   Use frameworks like RACI to define roles clearly and address conflict causes transparently. Quick, fair decisions, like parting with disruptive employees, maintain harmony.
5. Why is business growth important for team morale?
   Employees stay motivated when the business grows, as it signals opportunities. Transparency about progress builds trust, even without sharing financial details.