When you have set the foundation and are sure that the delegation is appropriate and you are able to see how this delegation assignment is meant to increase your managerial-leadership leverage AND develop the employee WHILE freeing up time for the discretionary areas of judgment…then the solution to effective delegation happens.• Read More
All Posts for 'Manager Training'
Often resistance to change is just the lack of clarity.
Taking the time to be clear on what the goal or end of the process will look like and defining with clarity what is expected can be enough to move people and yourself into action.
“It should be noted that in most organizations mistakes tend to be concealed even from those who make them. The likelihood of such concealment increases with rank or status. Therefore, the higher the rank, the greater the claim to omniscience. This implies that learning is least likely to occur the higher one goes in an organization.”• Read More
Occasionally I create a Team-Building program agenda that is good enough to share. Below is the Day-1 ‘Kick-off’ program to 4 months of work I will be doing with an IT Leadership Team. The kick-off is meant to be fun and informative, plus allow me to determine specific areas and strengths that I can offer to the Directors over the next 4 months in coaching and consulting meetings.• Read More
If we are to hold a manager accountable for managing staff, they must have accountability and the necessary authority to exercise their judgment over their team. Otherwise you are handicapping their work and forcing them to feel unaccountable because they have no authority to do their work.
Systems-Drive-Behaviors putting a manager into a system that forces them to be accountable, when you do not give them any authority over their work only leads to frustration, burnout, negative behaviors and poor quality work.• Read More