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Atricle Dump - Delegate to Accelerate Success (How to Prepare Yourself and Others for Success)
1) Include a coupon in your large ads. This can increase response from 25 to 100 percent. Your coupon could offer the prospect your brochure or catalog.2) Use a benefit headline on your coupon that affirms the prospect is getting valuable, needed information. E.g. “Yes, I want to reduce my inventory costs by 50 percent.”3) Include a picture of your brochure or catalog in your ad.4) Use a sidebar in your ad packed with tips that your prospect will find useful. E.g “10 Ways To Reduce Your Phone Bill.”5) Concentrate your copy on the prospect, not on your company. Tell your prospect how your product or service will solve their problems. Use the words “you” and “your” frequently and “I” and “We” less.6) With a smaller ad, you can ask the prospect to tear out the ad, attach their business card and mail it to your company.7) Consider converting your ad into an advertorial. This format looks more like an article and contains valuable information. It attracts people who normally skip over ads because advertorials look like editorial content. If the publisher will allow it, use the same typeface as the publication the advertorial appears in. To see advertorial samples, visit the “Portfolio” section of my website http://www.dc-infobiz.com/8) Put quotation marks around the headline. This can draw 28 percent more attention than a headline without quotation marks.9) Consider running your ad in black and white if you’re using mostly text in the ad. Without colour, the ad looks more like an article.10) The headline is the most important part of an ad. Spend time creating a powerful, benefit packed headline. If you d
2. Find the Right Person
Find the person who is motivated to take on the task. You may have someone who has the skills to do the task but is not motivated to do it. This situation will not work. However, if you have someone that doesn’t have the skills, but is highly motivated to learn and is excited about the opportunity, then this is a good candidate for delegation. The person must also be motivated to take on this task for the good of the group as well as his/her own motivations. You might ask, "How does this assignment help you achieve your career goals?" It also helps the person has good communications skills to express any concerns.
3. Communicate the Task
Take the time to clearly communicate the task. Communicate the expectations of the task. And most importantly, communicate the ownership of the task. What I mean is that the person assigned to the task will be ultimately responsible for the success of the task. When communicating responsibility for the task, let the person know the consequences of not completing the task and the rewards of completing the task. For example, you might say something like this:
There are six facets of business that affect a company’s growth potential and life cycle: accounting, economics, finance, information systems, marketing, and management. Classified by academia and employed primarily by corporate America, each facet of business is essential for success. Consider the following example: For every organization, there is a product or service that portrays an image or defines a brand. Marketing plans are implemented to both safeguard and impel a company’s efforts to increase net worth and market share. Where applicable, shareholder return on investment is also maximized. Assets such as land, labor, and capital are frequently monitored business investments, as is a company’s ability to circumvent or leverage economic factors. Business owners work closely with their management team and/or a board of directors to ensure the salability and success of each venture. Lawyers, accountants, and other skilled laborers help track progress and minimize losses. As technology progresses, information systems: word-of-mouth, the media, books, magazines, newspapers, TV, radio, and the Internet help promote a brand and consequently increase sales.Three Things to NoteAs with many things in life, being successful involves actively seeking ways to improve as well as knowing how to effectively mix-manage (balance) resources. How can a company ensure success?Practical steps for being successful in business must always begin with vision. Having a vision provides purpose and direction. Having a vision also serves as a measuring stick for tracking progress. The next step to being successful in business is pursuing goals that supp
In my opinion, the decision on who would receive the job came down to one thing…delegation. Both Bill and Kwame delegated tasks to their "team members" and achieved success. However, Kwame was asked several questions by Mr. Trump relating to how Kwame handled one team member, Omarosa Manigult-Stallworth. Mr. Trump wondered why Kwame let Omarosa get away with lying to him and not working with the other team members to make the project successful. Kwame responded to Mr. Trump that he didn’t know he could fire Omarosa. Mr. Trump stated that Kwame should have asked if he could fire Omarosa.
Bill Rancic got the job. This drives home the point…learn how to delegate to accelerate success both for you, your organization, and your team.
If we know it is an important key for our success, why don’t we delegate? Here are some of the excuses I routinely hear:
* No Time – I have no time to teach a team member the
tasks.
* No Energy – It takes a lot of energy to follow-up and
keep team members on task for success.
* I Can Do It Better – I know what needs to be done and
can do it better and faster so I’ll just do it.
* Why Should I? – Why should I train someone to do my
job?
Why? If you are in a leadership position, your job is to take the time and the energy to train others to do more so that the you, your team, and your organization are more successful.
Well, what are the benefits of quality delegation?
1. You multiply yourself – The more you delegate, the more
you create team members that can accomplish much more
in much less time. You are known as someone who gets
things done with self-directed teams.
2. You create a motivated group – The more you delegate,
the more your team members are motivated because they
see you as someone who trusts them and their abilities to
get things accomplished. Because your team is motivated,
they take more initiative to create solutions, be more
creative, and are willing to take on more responsibilities.
3. You master stress and time management skills – You are
forced to prioritize your tasks and realize that there are
tasks that you do not need to do, yet would be perfect
tasks to develop your team members. By learning how to
prioritize your tasks for delegation, you will be less
stressed during the workday and go home at the end of the
day satisfied that you accomplished more.
4. You are known as a person who develops people – The
more you delegate, the more you will be known within the
organization as a person who develops people. Remember,
even when you think no one is watching, someone is
always watching the way you achieve success by
developing your people. Whether it’s management, other
teams, departments or divisions, someone is watching.
The word will spread about how well you develop people.
The results, management will see you as a developer of
people; and other employees, both inside and outside of
your organization, will fight to work for you because they
know you have a motivated, creative working environment.
5. You create opportunities for yourself and others – By
delegating tasks to others, you can then take on more
advanced tasks that will prepare you for future
opportunities when they become available. This is the
main reason why the excuse "if I delegate my tasks to my
employees, then they can take my job" doesn’t fly in my
book. Another reason why you delegate tasks is so that
you can develop yourself for future promotions, monetary,
and career opportunities. For example, if you want to
become vice president for your organization and you know
that skills B, M, Z are required by all vice presidents, then
delegate any management tasks that you have already
mastered to your team members so that you can then ask
for more "vice presidential" tasks. When that position is
available within or outside of the organization, who do you
think will have the inside track? You will! Because you
can say you already have the skills of a vice president,
while developing the people behind you to fill the void
when you are promoted. Also, as a leader, you never want
your team members to be with you in the same position
forever. Thus, delegating tasks continuously prepares
them for opportunities that may come their way.
So how do we successfully delegate tasks? Here are my seven steps to delegating tasks to achieve success. These tips can not only be used in your organization for more success, but in every aspect of your life to accomplish more.
1. Understand the Task
Make sure you understand the task so that you can clearly communicate the task to the person undertaking the task. You must also understand what barriers and resources are required to succeed.
Also, you must understand what tools you have to make the task successful. Along with resources needed, if the person isn’t progressing on the task, what options do you have as a leader and manager to make it successful? Questions you can ask is, "Can I provide additional training?" or "Can I acquire additional tools?" Or if they are not suited for the task, ask these questions, "Can I reassign them?" or if they turn out to be detrimental to the project or team, "What actions can I take to alleviate this situation?" Make sure you click on the "Delegation Checklist" link at the end of this article to receive your f*r*e*e copy of this important tool that will give you the tools to make the best decisions when delegating tasks.
2. Find the Right Person
Find the person who is motivated to take on the task. You may have someone who has the skills to do the task but is not motivated to do it. This situation will not work. However, if you have someone that doesn’t have the skills, but is highly motivated to learn and is excited about the opportunity, then this is a good candidate for delegation. The person must also be motivated to take on this task for the good of the group as well as his/her own motivations. You might ask, "How does this assignment help you achieve your career goals?" It also helps the person has good communications skills to express any concerns.
3. Communicate the Task
Take the time to clearly communicate the task. Communicate the expectations of the task. And most importantly, communicate the ownership of the task. What I mean is that the person assigned to the task will be ultimately responsible for the success of the task. When communicating responsibility for the task, let the person know the consequences of not completing the task and the rewards of completing the task. For example, you might say something like this:
"
Are you advertising right now in a publication? If you are, how’s it working for you? Did you know that most business ads: Look all the same as everyone else’s Provide no real reason to choose their company over a competitorUse tired, overused phrases that customers don’t believe or care about, like, “We’ve got great service”, or “been around since 1776”. Don’t give the prospect a call to action – something that specifically tells them “Do this now!”Neglect to focus on what their customers REALLY want So why don’t more businesses, including your competitors stop wasting money? It’s simple; business owners have been fooled into thinking that the main reason why their ad didn’t get any action was that no one reads the publication. Wrong! The leading reason why ads don’t work is that they don’t have a consistent, powerful marketing message that compels people to act. Let’s say that your ad generates an average of 30 calls per year, which translates into 18 sales. Your figures might be more than that, maybe less. Have you ever wondered if your current results could be better than they are? If I was working for you, here are a couple of things I’d discuss with you before we invested a penny on advertising. If you like what I have in here, and you’re tired of wasting money on ads that don’t work, give me a call and let’s talk about how to stop working for your ads and start having them work for you. What to watch out for:
employees, then they can take my job" doesn’t fly in my
book. Another reason why you delegate tasks is so that
you can develop yourself for future promotions, monetary,
and career opportunities. For example, if you want to
become vice president for your organization and you know
that skills B, M, Z are required by all vice presidents, then
delegate any management tasks that you have already
mastered to your team members so that you can then ask
for more "vice presidential" tasks. When that position is
available within or outside of the organization, who do you
think will have the inside track? You will! Because you
can say you already have the skills of a vice president,
while developing the people behind you to fill the void
when you are promoted. Also, as a leader, you never want
your team members to be with you in the same position
forever. Thus, delegating tasks continuously prepares
them for opportunities that may come their way.
So how do we successfully delegate tasks? Here are my seven steps to delegating tasks to achieve success. These tips can not only be used in your organization for more success, but in every aspect of your life to accomplish more.
1. Understand the Task
Make sure you understand the task so that you can clearly communicate the task to the person undertaking the task. You must also understand what barriers and resources are required to succeed.
Also, you must understand what tools you have to make the task successful. Along with resources needed, if the person isn’t progressing on the task, what options do you have as a leader and manager to make it successful? Questions you can ask is, "Can I provide additional training?" or "Can I acquire additional tools?" Or if they are not suited for the task, ask these questions, "Can I reassign them?" or if they turn out to be detrimental to the project or team, "What actions can I take to alleviate this situation?" Make sure you click on the "Delegation Checklist" link at the end of this article to receive your f*r*e*e copy of this important tool that will give you the tools to make the best decisions when delegating tasks.
2. Find the Right Person
Find the person who is motivated to take on the task. You may have someone who has the skills to do the task but is not motivated to do it. This situation will not work. However, if you have someone that doesn’t have the skills, but is highly motivated to learn and is excited about the opportunity, then this is a good candidate for delegation. The person must also be motivated to take on this task for the good of the group as well as his/her own motivations. You might ask, "How does this assignment help you achieve your career goals?" It also helps the person has good communications skills to express any concerns.
3. Communicate the Task
Take the time to clearly communicate the task. Communicate the expectations of the task. And most importantly, communicate the ownership of the task. What I mean is that the person assigned to the task will be ultimately responsible for the success of the task. When communicating responsibility for the task, let the person know the consequences of not completing the task and the rewards of completing the task. For example, you might say something like this:
Did you ever wonder what is going on behind your fast-food restaurant? Or, who threw trash on your landscaping?Here are some ways that a video surveillance system helps the fast-food business work safer and better.1. Video records cars, colors, make and model.2. Video shows you if the person you just waited on is still at the menu board.3. Video shows you how long the line is.4. Video records faces.5. Video records all of your cash handling transactions.6. Video show who vandalized the landscaping.7. Video of dumpster yields many surprises.Video surveillance in fast food restaurants is on the rise for good reasons! Video surveillance is saving money, protecting employees, catching bad guys and deterring crime.CCTV DVR System Types:Linux-Based systemsUsually the cheapest models come with a Linux-based operating system. Generally lower priced than Windows based DVRs, Linux-based systems offer fewer customizations and features than Windows-Based DVRs.Windows-Based SystemsDVR Systems work best when configured with Microsoft Windows XP Operating system. Windows based DVRs provide the best quality video at the best value for your investment.Video to be easily viewed over the internet for remote viewing from home or anywhere. Best of all, Windows based DVRs require no special software to play back the video (.AVI File). Anyone with a computer can play back the recorded video. Email the legal watermark video clip to partner, attorney and the police whenever necessary!What is the best CCTV DVR Technology?DVR - Stands for Digital Video Recording Computers. CCTV - Is the most widely used Camera type in
stressed during the workday and go home at the end of the
day satisfied that you accomplished more.
4. You are known as a person who develops people – The
more you delegate, the more you will be known within the
organization as a person who develops people. Remember,
even when you think no one is watching, someone is
always watching the way you achieve success by
developing your people. Whether it’s management, other
teams, departments or divisions, someone is watching.
The word will spread about how well you develop people.
The results, management will see you as a developer of
people; and other employees, both inside and outside of
your organization, will fight to work for you because they
know you have a motivated, creative working environment.
5. You create opportunities for yourself and others – By
delegating tasks to others, you can then take on more
advanced tasks that will prepare you for future
opportunities when they become available. This is the
main reason why the excuse "if I delegate my tasks to my
employees, then they can take my job" doesn’t fly in my
book. Another reason why you delegate tasks is so that
you can develop yourself for future promotions, monetary,
and career opportunities. For example, if you want to
become vice president for your organization and you know
that skills B, M, Z are required by all vice presidents, then
delegate any management tasks that you have already
mastered to your team members so that you can then ask
for more "vice presidential" tasks. When that position is
available within or outside of the organization, who do you
think will have the inside track? You will! Because you
can say you already have the skills of a vice president,
while developing the people behind you to fill the void
when you are promoted. Also, as a leader, you never want
your team members to be with you in the same position
forever. Thus, delegating tasks continuously prepares
them for opportunities that may come their way.
So how do we successfully delegate tasks? Here are my seven steps to delegating tasks to achieve success. These tips can not only be used in your organization for more success, but in every aspect of your life to accomplish more.
1. Understand the Task
Make sure you understand the task so that you can clearly communicate the task to the person undertaking the task. You must also understand what barriers and resources are required to succeed.
Also, you must understand what tools you have to make the task successful. Along with resources needed, if the person isn’t progressing on the task, what options do you have as a leader and manager to make it successful? Questions you can ask is, "Can I provide additional training?" or "Can I acquire additional tools?" Or if they are not suited for the task, ask these questions, "Can I reassign them?" or if they turn out to be detrimental to the project or team, "What actions can I take to alleviate this situation?" Make sure you click on the "Delegation Checklist" link at the end of this article to receive your f*r*e*e copy of this important tool that will give you the tools to make the best decisions when delegating tasks.
2. Find the Right Person
Find the person who is motivated to take on the task. You may have someone who has the skills to do the task but is not motivated to do it. This situation will not work. However, if you have someone that doesn’t have the skills, but is highly motivated to learn and is excited about the opportunity, then this is a good candidate for delegation. The person must also be motivated to take on this task for the good of the group as well as his/her own motivations. You might ask, "How does this assignment help you achieve your career goals?" It also helps the person has good communications skills to express any concerns.
3. Communicate the Task
Take the time to clearly communicate the task. Communicate the expectations of the task. And most importantly, communicate the ownership of the task. What I mean is that the person assigned to the task will be ultimately responsible for the success of the task. When communicating responsibility for the task, let the person know the consequences of not completing the task and the rewards of completing the task. For example, you might say something like this:
There have often been debates over whether successful businesses most need good managers or good leaders. However, the discussion is superfluous since the answer is “both.” However, knowing the key differences between the two roles is important.To understand the role of a manager consider athletes who run the 100-meter hurdles. They have a goal for which they are personally responsible -- that of reaching the finish line at a specified distance in the shortest possible time. However, there are milestones (hurdles) that must be accomplished, a process (set, start, run, jump, ...) to be used, and physical and behavioral boundaries within which they must remain (e.g., going around hurdles is not acceptable, nor is interfering with competitors). During their run they monitor their performance (did they touch the last hurdle?) and try to make adjustments when possible.Better performers also take personal responsibility for other key issues that impact their outcomes – their skills and the rewards they gain. In order to remain competitive, they must continually maintain and improve their athletic ability, and, regardless of whether they win or whether promoters provide recognition for their contribution, they recognize and celebrate a good performance.This metaphor then describes the important role of management. A manager in an organization is someone who takes responsibility for a process that, in combination with other processes, helps achieve the organization's mission (winning the track meet in the above metaphor). Good managers have an ability to focus on the task at hand, and sufficient knowledge of themselves to know the strengths and weaknesses they bring to a particular situation.Note t
mastered to your team members so that you can then ask
for more "vice presidential" tasks. When that position is
available within or outside of the organization, who do you
think will have the inside track? You will! Because you
can say you already have the skills of a vice president,
while developing the people behind you to fill the void
when you are promoted. Also, as a leader, you never want
your team members to be with you in the same position
forever. Thus, delegating tasks continuously prepares
them for opportunities that may come their way.
So how do we successfully delegate tasks? Here are my seven steps to delegating tasks to achieve success. These tips can not only be used in your organization for more success, but in every aspect of your life to accomplish more.
1. Understand the Task
Make sure you understand the task so that you can clearly communicate the task to the person undertaking the task. You must also understand what barriers and resources are required to succeed.
Also, you must understand what tools you have to make the task successful. Along with resources needed, if the person isn’t progressing on the task, what options do you have as a leader and manager to make it successful? Questions you can ask is, "Can I provide additional training?" or "Can I acquire additional tools?" Or if they are not suited for the task, ask these questions, "Can I reassign them?" or if they turn out to be detrimental to the project or team, "What actions can I take to alleviate this situation?" Make sure you click on the "Delegation Checklist" link at the end of this article to receive your f*r*e*e copy of this important tool that will give you the tools to make the best decisions when delegating tasks.
2. Find the Right Person
Find the person who is motivated to take on the task. You may have someone who has the skills to do the task but is not motivated to do it. This situation will not work. However, if you have someone that doesn’t have the skills, but is highly motivated to learn and is excited about the opportunity, then this is a good candidate for delegation. The person must also be motivated to take on this task for the good of the group as well as his/her own motivations. You might ask, "How does this assignment help you achieve your career goals?" It also helps the person has good communications skills to express any concerns.
3. Communicate the Task
Take the time to clearly communicate the task. Communicate the expectations of the task. And most importantly, communicate the ownership of the task. What I mean is that the person assigned to the task will be ultimately responsible for the success of the task. When communicating responsibility for the task, let the person know the consequences of not completing the task and the rewards of completing the task. For example, you might say something like this:
Many of us have heard the term “down-sizing”. Down-sizing in corporations has taken it’s toll on the American worker. Many people, ranging in age from their late 40s to early 60s, are faced with very difficult decisions.These middle-aged, middle managers are being asked to consider "early retirement." The offers from their employers may range from lucrative to paltry, but the decisions are difficult in almost every case. Let's review some of the factors to consider when evaluating one of these "offers you can't refuse."There are two levels of concern that must be addressed. First, you must consider the emotional aspects of an early retirement decision. It is possible, in fact probable, that you never considered retiring today. For many people, especially those in their 40s and early 50s, retirement is still a hazy goal, far off in the future. They may not have given any thought to what they will do during retirement, whether they will seek other employment or any of a myriad of other questions.The offer of early retirement can affect those who choose to stay with the company as well. Will they have the same, hopefully positive, feelings toward their employer and supervisor? Early retirement programs are often instituted by companies undergoing stressful and uncertain times. Staying around may seem almost as difficult as leaving. You may be unable or unwilling to make financial decisions until these emotional and psychological issues are confronted.The other level of concern is financial. Obviously, you have two choices: do I stay, or do I go? If you choose to stay, what is the financial health of the company? Should you take the money and run? If you stay, what are the prospec
2. Find the Right Person
Find the person who is motivated to take on the task. You may have someone who has the skills to do the task but is not motivated to do it. This situation will not work. However, if you have someone that doesn’t have the skills, but is highly motivated to learn and is excited about the opportunity, then this is a good candidate for delegation. The person must also be motivated to take on this task for the good of the group as well as his/her own motivations. You might ask, "How does this assignment help you achieve your career goals?" It also helps the person has good communications skills to express any concerns.
3. Communicate the Task
Take the time to clearly communicate the task. Communicate the expectations of the task. And most importantly, communicate the ownership of the task. What I mean is that the person assigned to the task will be ultimately responsible for the success of the task. When communicating responsibility for the task, let the person know the consequences of not completing the task and the rewards of completing the task. For example, you might say something like this:
"Mike, this report to justify the new computer system is important because if it is not done on time our division will not have the tools to meet our customer’s needs. By putting together the report by the June 15th deadline we will qualify for the new computer system which will allow our division to exceed customer service expectations, increase our organization’s bottom line and earn you a bigger bonus and positive exposure for future opportunities. I know you will do what it takes to make this happen."
Note: If possible, show the employee how to do the task. Telling and showing the person delegated the task enhances the probability of his/her understanding and being confident with the task.
4. Provide Resources, Remove Barriers
Now is our opportunity to make sure that the person we are delegating the task to has the resources. Whether it is the time, people, or technology, it is our responsibility to find out after understanding the task, picking the right person, and communicating the task to provide the resources for success. I have seen time and time again in a variety of organizations where the person delegated the task has the ownership for its success but doesn’t have the resources to be successful. Take the time to ask the following question, "What resources will you need to be successful?"
Also find out what barriers might be in the way to successful completion of the task and eliminate them. This could be people, organizational restrictions, or lack of knowledge. For example, with people, the task you assign might require the person assigned the task to work with someone who has a "challenging personality." Knowing this, you could make sure that this person with the "challenging personality" understands the importance of this task so that he/she does not hinder the success of the task.
Note: Let the person delegated know that you have an open door should he/she have any questions concerning the task. Open communication is important for this arrangement to work.
When you provide resources and remove barriers for the person delegated the task, you are ensuring complete ownership for the success of the task.
5. Guarantee Understanding
Make sure when the person leaves the meeting, that he/she understands exactly what is expected. The typical interaction between a manager or supervisor and the employee is the manager asks, "Do you understand everything we discussed?" and the employee of course says, "Yes." Then a week later the manager is disappointed with the results of the task and asks, "What happened?" and the employee says, "I didn’t understand what I was supposed to do." We set that employee up for failure by not taking the time to make sure he/she understood what was expected to make this task successful.
By asking the question, "Mike, do you understand the task at hand?" you receive a closed-ended, or yes or no, answer. It doesn’t give you one ounce of information on whether the person understands the project.
By asking an open-ended question, "Mike, please share with me your understanding of what is required to make this task successful?" the person giving the answer is required to give a comprehensive answer detailing his/her thoughts on the task at hand. The answer will give you an indication as to whether the task is understood or not. Also, at this point, the employee may give you in the answer a totally different and better way to accomplish the task.
6. Encourage Success
Let the person delegated the task know that you have confidence in him/her. Remember, in most cases, this task is new to him/her and by communicating that you have confidence that he/she will be successful gives the confidence to succeed. You might say something like:
"Mike, I’m glad we had the time to go over this task today and you understand what is required to be successful. I am excited and confident that you will make this task your own and put your unique spin on it. I look forward to hearing about your progress on this task and the successes along the way to its completion. Thank you for undertaking this very important task."
7. Followup, Reward, Followup, Reward
This is where I go back to The Apprentice. Kwame’s follow- up, or lack of appropriate follow-up with Omarosa, could have led to his team’s failing and morale going down. It did lead to Kwame not getting his dream job.
Here are some tips for good follow-up:
* Make sure you know the level of follow-up required. One
factor is the person you are delegating the task to and
his/her level of knowledge and confidence concerning the
task. Ask! Some people may want much follow-up, while
other may require little follow-up. It also depends on how
difficult the task is to complete.
* Make sure you have scheduled follow-ups. Before you
leave the first meeting, make sure you schedule your first
follow-up; whether it is one day or week, schedule that first
follow-up.
* Reward progress at each follow-up meeting and in public
if possible. Show appreciation (Read my article,
"Appreciate to Motivate") in the meeting and, if possible,
in public so that everyone is motivated to do more.
* Correct to get back on track. In most cases it may be as
simple as showing the correct way of doing the task or
brainstorming so that the person responsible for the task
will come up with the solution. This will keep the person
and your team motivated toward the end result. Or, in
Omarosa’s case, what steps do you need to take to get the
project back on track? Possibly retrain, reassign, minimize,
provide corrective action or the ultimate action…terminate
the person if he/she are knowingly disregarding your
organization’s policies and procedures. Believe me,
"Omarosas" are rare if you have taken the necessary steps
along the way to pick the right person.
If you follow the steps m
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