Every company has moments of high-intensity decision-making or crisis management like the first angry client or a seemingly simple HR issue. A leader is essentially put in charge to handle these moments and guide their workforce through it.
How it works App Assistants Why Double? Customers Resources FAQ. Log in Get Started. Investor relations Ensuring your company has a strong relationship with its investors is the responsibility of a leader—particularly if you are the CEO or founder.
View Latest Book. Praise and discipline These tasks are two sides of the coin. Crisis management No matter how big the crisis is in the grand scheme of things, your presence is required. Traditions and etiquette There are just certain situations that require your presence out of politeness and tradition. Related Articles. Essex Police is one of the United Kingdom's largest non-metropolitan [ Success comes in all shapes and colours.
You can be […] Read More. Managers are still responsible for the success or failure of this person and for achieving the desired results. Provide feedback. Stay in touch, giving plenty of positive reinforcement and coaching when needed.
Identify the lessons learned. What did the employee learn? What did you learn? Often, the person with the new responsibility will figure out better ways to get things done and such improvements need to be identified, documented and shared. Evaluate performance. Give the person helpful feedback. What did they do well? Where can they improve? How can the results be improved? How can the manager do a better job of helping them succeed? Communicating Delegation.
Meet face to face without time pressure. This is very important communication, and face-to-face interaction is the approach most likely to convey the message that this discussion is important.
Make arrangements so that you are not interrupted. Explain why the person was selected for the assignment and what results need to be achieved. Remember, you are assigning responsibility for producing outcomes—not just performing tasks. Encourage the other to ask questions. This needs to be a dialogue, not a monologue.
Be sure to agree about timing and the control process by the end of the discussion. This is a common failure in delegation discussions.
Do not, however, come across as testing them. Will you please tell me what you have heard so far? What kind of power will the person need to accomplish the results? Inform whoever else needs to know that you have delegated this responsibility to ensure their cooperation with the employee. Follow up and provide coaching and guidance if needed. You are delegating, not abdicating. Be available for questions and to help resolve resistance from others.
I wanted to let someone else handle it. There are tactical components, which you can farm out. But you have thought through hundreds of plans on how to market a business, a person, or an idea. It was a great reminder that in this case, I was the right person for the job.
The mythological story of Psyche can provide some guidance in thinking through how and when to delegate. In the first task, she assigns ants to help her sort through a huge jumble of seeds. In her second task, gathering fleece off of head-butting rams, the reeds in the field help her decide how to collect the fleece without getting attacked by the rams. By using their help to collect the fleece, which symbolizes power, she is shown succeeding by entrusting power to others, rather than by trying to keep all the power to herself.
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