Delegation – Developing or Dumping? Part 3

I have met some incredibly bright and talented leaders.  When the topic of “delegation” comes up, they grimace and comment that they need to get better at that! This is a 3 part blog on Delegation Tips for Success – What to Delegate, How to Effectively Delegate and Delegating the Task and the Authority. Delegating the Task and the Authority Once you have identified What you can Delegate, and have planned Who and How will you delegate, it’s time to also consider how much of the task and authority for completing the task should be delegated.   Delegate the Task Delegate the Authority Level One Get the facts, do the research I’ll decide and retain the authority Level Two Suggest alternatives based on the employee’s research I’ll discuss the alternatives which the employee suggests and retain the authority Level Three Do the research, consider options and decide on a solution Review your solution with me and I retain final approval for the solution Level Four Do the research, consider options and decide on a solution Implement the employee’s solution unless I ask to be included in advance Level Five Do the research, consider options, and implement your solution Implement the solution and report the results to me Level Six Do the research, consider options, and implement your solution Implement the solution and only report the results if the solution is unsuccessful Level Seven Do the research, consider options, and implement your solution Implement the solution and reporting is not needed   Each assignment may be delegated at a different level based on the experience of the employee in completing...

Delegation – Developing or Dumping? Part 2

I have met some incredibly bright and talented leaders.  When the topic of “delegation” comes up, they grimace and comment that they need to get better at that! This is a 3 part blog on Delegation Tips for Success – What to Delegate, How to Effectively Delegate and Delegating the Task and the Authority. How to Effectively Delegate Once you have identified What you can Delegate, it’s time to plan Who and How will you delegate. Evaluate Delegation Needs – grab the list you created last week of assignments you are going to delegate and then walk through these questions. Prepare to delegate the assignment – What is the Task? What is the Responsibility level and intended results? What resources are available if the employee needs help? How does completing the assignment benefit the employee doing the work? Will the skills help advance their career or provide them with more opportunities to complete creative work? What follow up will you do? Select the right person Does the work belong to a particular position? Who has the interest or motivation to do the work? Who has the skills to do the work? Who could be challenged by doing the work? Who has time to do the work? Make the assignment – set a day and time to meet with your employee and give them the project and information you identified in step 2. Follow-up Periodically check your level of involvement – too much or not enough? Provide coaching and resources as needed Intervene when necessary to keep the project on track Share responsibility for success and “limited success” with the...

Delegation – Developing or Dumping? – Part 1

I have met some incredibly bright and talented leaders.  When the topic of “delegation” comes up, they grimace and comment that they need to get better at that! This is a 3 part blog on Delegation Tips for Success – What to Delegate, How to Effectively Delegate and Delegating the Task and the Authority. What to Delegate All of us have items on our desk which we should delegate. Let’s start with that procrastination stack, which is usually on your credenza, on the floor, or hidden in a drawer. If you were motivated to complete it, the project utilized your strengths and you were the best person to complete it – You Would Have Done It by Now!  Let’s accept that you’re not the best person to complete it and delegate the task to someone else who is a better fit.  You may have been the best person at one point in your career – however are you the best person today? Other items you should delegate include repetitive routine tasks or decisions for you which could be a development opportunity for new employees on your team. Delegating projects that cross train your employees to increase flexibility of the workload and your team’s coverage when absences occur. Delegate opportunities to use and reinforce creative talents on your team which could add value to the project. When you are more concerned that something gets done and less concerned with how it gets done, consider delegating it. Then ask yourself – is it wrong or is it different?  If there is more than one “right” way to complete a task, this...

Communicate Tough Messages with Compassion

Over 85% of Leaders dread communicating tough messages.  They want to help their employee be successful, but don’t want to hurt their feelings or risk demotivating them.  How do you communicate tough messages with compassion? Two Purposes of a Coaching Conversation: Your first goal is to communicate your concern in a kind and compassion manner Seek to understand and be understood – describe the behaviors you are observing today and clearly communicate what success looks like! Create awareness so their behavior is a choice rather than a habit – what other options exist at work to successfully do their job Seek accuracy – clarify successful job performance and answer their questions to ensure they understand the desired performance or behavior Offer to create a shift – how can you support their new behavior Your second goal is to Produce a New Result Outcome of the Conversation – agree on the new behavior or performance with the employee Problem Solved – verify that the new behavior is successful and productive for the employee, customers and coworkers Action Plan Created and Upside/Downside of Action Plan – support and reinforce the new action plan and assess the advantages and disadvantages of the options prior to creating the action plan Movement toward Resolution – celebrate steady and gradual improvements toward the new performance goal Please share other tips that have made your coaching conversations productive for you and your...

Get Results from your Training Investment!

When you invest in training, do you wonder if your employees just had a fun day and will return to their same routine once they come back to work?  Most companies make a significant investment in training their workforce, only to be disappointed by the results. Here are some tips you can use to get results from your training dollars! Discover what your employees are learning. Once you understand the new behaviors they have learned, you can recognize when they are practicing these skills at work and reward their new behavior.  If you haven’t attended the training personally, ask to see the agenda or review the training materials with the employee when they return to the office. Ask the employee what they plan to implement from the training they attended and how you can support them. Listen to their ideas for implementing the new skills or behaviors they learned at training and offer suggestions that have worked well for you. Catch them doing things Right! When you see the new behaviors, praise them!  Even if it isn’t perfect, praise the attempt and offer suggestions to enhance the implementation of their new skills.  What gets rewarded, gets repeated.  What gets ignored, gets forgotten. Practice the new behaviors yourself! If your employee is trying to show more appreciation to dependable, long-term employees; make sure you show appreciation to your employees too.  Be a great role model for the behavior you want to see on your team. Be consistent. Follow up every 2 weeks until the new behavior becomes a habit, which usually takes 90 days.  Then follow up monthly to reinforce...