Wednesday, October 21

Tag: delegation

Work Life

How can I create ownership in my team?

People sometimes ask me the question “how do I create ownership amongst people in my team or Connect group?”  Like any question there is never one single answer, but rather a network of things we can do. But let me focus on one thing : "Don’t just give away tasks, give away jobs” If in your team you have a task called ‘buying a bowl of apples for the information desk’ - you can give that as a task to someone.  This means it goes on a rosta and when it is my turn on the rosta I go and buy the apples.  I don’t necessarily own it, or own the purpose of the team, I simply help out by buying the apples. Whilst this is a good entry point for helping people begin to serve, what is much better for ownership is to give this as a job to one person. Now a person in the team has a job, it’s their
Work Life

“To delegate or not to delegate?” that is the question!

Today I want to give some key note input to this important topic - delegation.  These notes will help both those doing the delegation and those being delegated to.  It also applies to when delegating to a team, not just to an individual. WHAT IS DELEGATION? synonyms for delegation: assignment, entrusting, giving, committal, devolution, deputation,  key concepts in delegation:  'Mission':  delegation is purposeful, it is definable.  'Entrusting': delegation is the giving away of work tasks, projects or assignments with a trust that it will be completed to a certain standard.  'Deputation':  the one who is delegated to is acting on behalf of another. WHY DELEGATION IS IMPORTANT Delegation makes the best use of your skills and time, whilst, at the same time it empowers & s
Work Life

Situational Leadership

An article I have found very helpful, I trust you do too, by Leigh Anthony, Demand Media: Situational leadership is a leadership style that has been developed and studied by Kenneth Blanchard and Paul Hersey. Situational leadership refers to when the leader or manager of an organization must adjust his style to fit the development level of the followers he is trying to influence. With situational leadership, it is up to the leader to change his style, not the follower to adapt to the leader’s style. In situational leadership, the style may change continually to meet the needs of others in the organization based on the situation. Telling And Directing In telling/directing, the leader of the organization is the one making the decisions and informing others in the organization