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Atricle Dump - Delegating as a Motivational Tool
Today’s technology has made setting up security precautions such as security cameras a cinch! You no longer need to be a millionaire to set up one. You could even install one yourself! Security cameras provide a means for its owner to watch over his or her propery from the safety and convenience of any area he chooses. This type of system is a great deterrent to thievery and unwanted entry. Most organizations that have sensitive items or are off limits to the general public employ these cameras to help keep their places safe.Purchasing and implementing such a system may s
Misstep: Little or No Feedback
Ask for an early check-in conversation to be sure that you answer any questions that have come up about the assignment. Offer clarification or feedback early in the process so that your employee has the opportunity to succeed at the task.
Misstep: Indirect Communication
If you are unhappy with the work of an employee, communicate those
"The only unique asset that business has for gaining a sustained competitive advantage over rivals is its workforce-the skills and dedication of its employees. There is no other sustainable competitive advantage in the modern, high-tech, global economy," said Robert B. Reich, former Secretary of Labor under President Bill Clinton and now professor of public policy at the Goldman School of Public Policy at the University of California at Berkeley.Managing Labor in Tough Times The workforce is changing, and depending on what sector your business is in or what par
A few months ago, I had an experience as a volunteer at my daughter’s elementary school that highlighted just how motivating (or de-motivating) the delegating process can be. I volunteered to produce the second-grade classroom newsletter with another mother who has computer skills. The teacher handed over 25 paragraphs written in the inimitable style of six and seven-year olds. She gave no instructions but requested that the newsletter be completed by the following week and said, “I should just type the paragraphs as the kids wrote them.” I dutifully found a newsletter template, entered the kids’ journalistic efforts (complete with spelling, grammar and punctuation errors which were adorable), added clip art, and printed 25 copies to go home with the kids. I thought my handiwork was competent, creative, and pretty darn cute.
Imagine my surprise when the following month the newsletter was delegated to my colleague who produced an equally attractive newsletter on the same template but with 25 journalistic entries that were well-spelled, grammatically correct, and perfectly punctuated. “What’s up with that?” I wondered. When I checked with her, she informed me that the principal of the school was not at all happy with the first newsletter and requested that all future editions be corrected before printing copies for the kids.
Whether you agree or disagree with the principal’s request, the fact remains that this was a great example of how not to delegate a task! And yet, it happens all the time when managers do a poor job of delegating in the business world. So let’s parse out the delegating missteps in this common example:
Misstep: Unclear Expectations
Before passing on an assignment, lay out your expectations. If there are standards that need to be met, communicate them and explain their importance. Give your employee the opportunity to ask questions and present ideas.
Misstep: Little or No Feedback
Ask for an early check-in conversation to be sure that you answer any questions that have come up about the assignment. Offer clarification or feedback early in the process so that your employee has the opportunity to succeed at the task.
Misstep: Indirect Communication
If you are unhappy with the work of an employee, communicate those
With the economic downturn, students in all the major business schools have been dropping out of their entrepreneurship classes and transferring back to classes where they think they have a secure future. Students and professionals who were once planning to start businesses now have decided to go back to their cushy jobs. Everything is going back to normal. Or at least that is how it looks. Below are nine reasons why any student should start a business:You gain experience. Owning and running your own business is an incredible way to gain experience and credentials
Imagine my surprise when the following month the newsletter was delegated to my colleague who produced an equally attractive newsletter on the same template but with 25 journalistic entries that were well-spelled, grammatically correct, and perfectly punctuated. “What’s up with that?” I wondered. When I checked with her, she informed me that the principal of the school was not at all happy with the first newsletter and requested that all future editions be corrected before printing copies for the kids.
Whether you agree or disagree with the principal’s request, the fact remains that this was a great example of how not to delegate a task! And yet, it happens all the time when managers do a poor job of delegating in the business world. So let’s parse out the delegating missteps in this common example:
Misstep: Unclear Expectations
Before passing on an assignment, lay out your expectations. If there are standards that need to be met, communicate them and explain their importance. Give your employee the opportunity to ask questions and present ideas.
Misstep: Little or No Feedback
Ask for an early check-in conversation to be sure that you answer any questions that have come up about the assignment. Offer clarification or feedback early in the process so that your employee has the opportunity to succeed at the task.
Misstep: Indirect Communication
If you are unhappy with the work of an employee, communicate those
If I asked you to describe your ideal car...assuming no limits...how would you describe it? Most people can describe their ideal car in great detail--from the make,model, features, and color, to any accessories to how it would feel to be behind the wheel. When I ask people to describe their ideal job, however, most people are far less clear. They may describe one or two attributes, like how much it pays, and/or the job title. That’s it. If you were shopping for your ideal car, it would be easy to find because you could eliminate the thousands of cars that weren’t a fit. You w
Imagine my surprise when the following month the newsletter was delegated to my colleague who produced an equally attractive newsletter on the same template but with 25 journalistic entries that were well-spelled, grammatically correct, and perfectly punctuated. “What’s up with that?” I wondered. When I checked with her, she informed me that the principal of the school was not at all happy with the first newsletter and requested that all future editions be corrected before printing copies for the kids.
Whether you agree or disagree with the principal’s request, the fact remains that this was a great example of how not to delegate a task! And yet, it happens all the time when managers do a poor job of delegating in the business world. So let’s parse out the delegating missteps in this common example:
Misstep: Unclear Expectations
Before passing on an assignment, lay out your expectations. If there are standards that need to be met, communicate them and explain their importance. Give your employee the opportunity to ask questions and present ideas.
Misstep: Little or No Feedback
Ask for an early check-in conversation to be sure that you answer any questions that have come up about the assignment. Offer clarification or feedback early in the process so that your employee has the opportunity to succeed at the task.
Misstep: Indirect Communication
If you are unhappy with the work of an employee, communicate those
CLUETRAIN MANIFESTED - If you don't know where you are going - how on earth do you expect your coaching clients to understand their mission, dream, purpose, mission, goal? A good career consultant has clarity and works their sox off to give the same to their clients.Many people are attracted by the idea of giving other people advice and guidance - it brings out the 'people-loving' side of even 'die-hard' human resource and employment management professionals who think they might just retire into that role.DODO FOOD? Just because people you managed in the organizati
Whether you agree or disagree with the principal’s request, the fact remains that this was a great example of how not to delegate a task! And yet, it happens all the time when managers do a poor job of delegating in the business world. So let’s parse out the delegating missteps in this common example:
Misstep: Unclear Expectations
Before passing on an assignment, lay out your expectations. If there are standards that need to be met, communicate them and explain their importance. Give your employee the opportunity to ask questions and present ideas.
Misstep: Little or No Feedback
Ask for an early check-in conversation to be sure that you answer any questions that have come up about the assignment. Offer clarification or feedback early in the process so that your employee has the opportunity to succeed at the task.
Misstep: Indirect Communication
If you are unhappy with the work of an employee, communicate those
The oscillating of the U.S. economy has provided many great deals for used wire EDM machines, which include all major and reputed brands. Primarily, before investing in a used Wire EDM it is essential to verify the integrity and reputation of the business. In the same vein, one must be sure that the company he is doing business with, is trustworthy. It is advisable to decide what product is to be manufactured, the quantity, size and capacity of the tank required and the details of the cuts required. Different machines allow different axis paths through which the wire can travel.
Misstep: Little or No Feedback
Ask for an early check-in conversation to be sure that you answer any questions that have come up about the assignment. Offer clarification or feedback early in the process so that your employee has the opportunity to succeed at the task.
Misstep: Indirect Communication
If you are unhappy with the work of an employee, communicate those concerns directly to him or her and how they can be addressed. Never give that feedback to a co-worker or expect a co-worker to deliver your feedback.
Misstep: No Collaborative Problem Solving
When you delegate an assignment that doesn’t go as planned, continue to work with the employee. Don’t take it back or give it to another co-worker. Use the delegated task as a way to develop the employee’s skills and experience. Work jointly to improve the quality of the result. Managers who fail to do this wind up with employees who resist taking on new assignments.
Misstep: Passing the Blame
Any time you delegate, you share responsibility with the employee. Ultimately, however, you are the one accountable for the accomplishment of the task. If the outcome does not meet your boss’s expectations, then let the buck stop with you. Exposing the employee to blame will certainly reduce their motivation the next time you have a project that needs their talents.
Misstep: No Acknowledgement
Take time to sincerely acknowledge an employee’s efforts on any project. With a little thought, you can express appreciation in one or two areas. For example, did their work demonstrate creativity? Did the employee research and identify resources to use? Did they develop a useful template? Did they meet the deadline? Acknowledge those contributions.
Follow these key delegating steps and you will create the kind of motivating work environment in which employees want to take on new projects and feel good about their efforts:
1) Clarify your expectations at the outset
2) Offer feedback throughout the process
3) Communicate directly with the employee
4) Collaborate to resolve problems or issues
5) Hold on to accountability for the outcome
6) Sincerely acknowledge the employee’s efforts
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