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Why delegate? To reduce one's own workload To make sure that there is cover in the event of absence To develop and broaden the skills in the team To increase understanding within a team Barriers to effective delegation Complexity of what is to be delegated Lack of confidence in those to whom one is delegating Inexperience of those to whom one is delegating Interference from above Planning delegation Which tasks to delegate To whom they should be delegated Human issues A reluctance to admit that someone else might know more than you A fear of being criticised or undermined A fear of not getting the credit A fear of other team members advancing too quickly Jealousy, pettiness and narrowmindedness A feeling that they won't do the job as well as you do Situational analysis Telling Selling Consulting Delegating How to delegate: the four methods Briefing Demonstrating Coaching Developing Factors affecting the method chosen Task difficulty Task risk Individual ability Individual attitude Achieving the desired results Defining the goal Giving the rationale Giving clear guidelines Checking understanding Building confidence Six tips for effective delegation Analysing the task realistically Being consistent Giving support to those who report to you Reinforcing the sense of responsibility to those who report to you Handling mistakes constructively Maintaining a broad perspective Review of Programme Other Recommended Programmes Maintaining Motivation Emotional Intelligence Creating High Performance Teams

Why delegate? To reduce one's own workload To make sure that there is cover in the event of absence To develop and broaden the skills in the team To increase understanding within a team Barriers to effective delegation Complexity of what is to be delegated Lack of confidence in those to whom one is delegating Inexperience of those to whom one is delegating Interference from above Planning...

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