Category Archives: management

Delegation 101: Assume Nothing

Coaching, Leadership Development, management, Mentorship, Personal Development, Self-Help, Teacher • Tags: , , , , , ,

DelegationRule number one when working with others is to assume nothing because it may make an ass out of u and me. But mostly me because I took you at your word, that you understood what needed to be done and how I wanted you to go about doing it. People aren’t born knowing what they need to know. Always keep in mind that if you haven’t taught someone the way you want it done – don’t assume they will know how.

Worth Remembering … In the digital age you need to make knowledge workers out of every employee possible. – Bill Gates 

You may not be able to delegate all the tasks that you do, but you should be able to delegate most of them. I know you can come up with a 1001 excuses why you shouldn’t delegate, but think of it this way. If you don’t delegate some of your tasks you are robbing someone of their opportunity to grow. Do you hire stupid people or do they just get stupid after working for you? Your role as a manager or business leader is to teach others what you know. Your role is not to create followers but to create other leaders. And you can’t do that if you aren’t delegating some of your tasks.

Worth Remembering ... You establish some objectives for them, provide some incentive, and try not to direct the detailed way in which they do their work. – David Packard

Here are 8 easy steps to delegating more effectively:

1 – Decide what you want to delegate: You need to be very clear on what task they are going to do and make sure you give them all the tools they’ll need to be able to perform that task.

2 – Decide who you are going to delegate to: Who is capable, and more importantly, who is willing to take on more responsibility?

3 – Create a “Teachable Moment”: Demonstrate the task – then have them perform the task while you observe – and once you think they can do the task satisfactorily – have them do it one more time for good measure.

4 – Ask questions to ensure that learning has taken place: You need to ask some good open-ended and closed questions to make sure they know what needs to be done. Be sure to give them the opportunity to ask questions too.

5 – Monitor their performance: Follow-up, follow-up, follow-up. Make it a point to check-in on the person shortly after leaving them on their own, just to make sure they are performing the task satisfactorily.

6 – Keep the lines of communication open: Let them know you are there to help – if and when – they want it. Resist the urge to micro-manage.

7 – Hold the person accountable for the results: Standards, like quality, are not open for debate. You must hold people accountable for the results and not accept anything that doesn’t meet your standard. If they think they can get away with less than satisfactory work – then they will.

8 – Praise performance: Recognize what has been accomplished and be quick to offer praise for a job done well.

It’s important that you show trust and confidence in your people. The best way to do that is to get out of their way and let them do it. Results are what’s important, not how they go about doing it. Allow them to put their own personal stamp on it.

Copyright 2016 (c) Brian Smith – Reformed Control Freak. Not to be reproduced without permission. To find out more about Brian and what he can do for you and your organization visit https://briansmithpld.com

Pushing Through The Glass Ceiling

Enduring Principles, Ethics, Leadership Development, management, Personal Development, Personal Values • Tags: , , , , , , , ,

shattered glassSuccess and being successful has nothing to do with gender, colour or social status. Success and being successful has everything to do with committment, hard work and a can-do-it-attitude. It’s nice to see that women all over the world are starting to push through the glass ceiling to take their rightful place managing and leading Fortune 500 Companies. Women are now out pacing men in starting small businesses. According to research  conducted by The Centre for Women’s Business – well over 10.1 Million firms in the USA are owned by women – employing more than 13 Million people.

“It may be the Cock that crows, but make no mistake that it’s the Hen who decides when and where to lay the egg” – Margaret Thatcher

Dee Dee Myers – author of “Why Women Should Rule The World” believes that women are more successful at running small businesses because women can make people accountable for their actions but, they can also be there to support them. “Females have that trait, where maybe most men do not”. What women seem to come by naturally is empathy – the ability to see things from another person’s point of view. An important 21st Century skill. Unfortunately most men still have to learn it. Mary Matalin, former counselor to President George W. Bush was quoted as saying – “Women around the World are rewriting history at a ferocious pace with or without mans permission”. It’s easy to argue that men haven’t been doing such a great job of managing things lately.

“Be selfish with your time. Learn to say no to things you do not have an interest in. You are not serving anyone when you spread yourself too thin. Your first obligation should be to yourself. You cannot be any good for someone else unless you are first good to yourself.” – Larry Winget

A very dear and close personal friend of mine likes to remind me now and again that she doesn’t need a man in her life to “complete” her. She’s capable enough to do that all on her own. After all – she’s be operating her own very successful small business now for over 30 years. She knows who she is and she’s not afraid to speak up and ask for what she wants. That’s one of the many qualities I love and admire about her. Men who feel threatened by that are neanderthals, still living in the past. They need to get over themselves and wake up to the realities of a new order of things where women have a seat at the table. It’s great to see that more and more women feel the same way. We are all going to be better for it.

Copyright (c) 2015. Brian Smith – Reformed Control Freak. Brian is available for workshops or keynote speeches on a variety of soft-skills topics. He’ll work with you one-on-one to insure your event is an overwhelming success. To find our more about Brian and what he can do for you and your organization visit http://briansmithpld.com

Seven Valuable Leadership Lessons I Learned While Managing Others

Leadership Development, management, Personal Development, Self-Help, Soft-Skills Training • Tags: , , , , , , , , , ,

millennials-200x192There’s been a great deal of discussion about the difference between managers and leaders. Do we manage more than we lead or lead more than we manage? Is there really that much of a difference between the really good ones to even bother trying to justify one over the other? I think 21st Century managers and leaders need to be both. The role of managing and leading is situationally based. Sometimes you manage – sometimes you lead – but the one constant denominator between both, is the people you work with and interact with. If you can’t communicate and interact effectively with others, then you stand little chance of doing either one well.

Worth Remembering .. “Leadership cannot simply delegate management; instead of distinguishing managers from leaders, we should be seeing managers as leaders, and leadership as management practiced well.” – Henry Mintzberg

To be successful at managing and leading others you need the ability to connect with people, communicate, educate and delegate effectively. You need to be FOCUSED (c).

F – Friendly: Smile, say hello, develop those all important relationships. You need to expand your circle of influence. You need to build collaborative teams. No one accomplishes anything inside a bubble.

O – Organized: Manage your time. Learn to prioritize so you accomplish what’s most important first. How you manage your time is how you manage your life.

C – Competent / Confident: Know what you know and know it very well. But also acknowledge won’t you don’t know and surround yourself with people who do. Some times you have to give up control to get control.

U – Understanding: You need the ability to see it from another person’s point-of-view. Be empathetic, open-minded and flexible. Your way doesn’t have to be the only way to accomplish the same thing.

S – Sincere: If you truly want others to be successful it will be evident in the way that you treat them. Treat others the way you’d like to be treated. People like to hang out with people they like.

E – Energized: Be passionate and enthusiastic about what you are doing and the direction you are headed and others will want to follow your lead.  If no one is following you aren’t leading.

D – Dependable: Whatever you say you’re going to do – do it. If others can’t trust your word – then they won’t trust you at all.

Worth Remembering  … “Not everyone wants to manage or lead others. But we all get to decide who we want to follow. Be the kind of manager or leader worth following” – Brian Smith

Copyright (c) 2015. Brian Smith – Reformed Control Freak. Are you looking for a speaker who can entertain and inform on a variety of soft-skills topics? Someone who can deliver on whats important to you and your organization. Give me a call – let’s talk. Find out about Brian Smith and what he can do for you visit http://briansmithpld.com

Lost in Translation

Coaching, Dealing with Difficult People, Leadership Development, management, Mentorship, Personal Development, Planning, Self-Help, Soft-Skills Training, Teacher • Tags: , , , , , , , , ,

Positive Feeback“You cannot love a person into creativity, although you can avoid their dissatisfaction with the way you treat them” – Frederick Herzberg. Words are powerful. The words you choose and how you say them have the power to build people up or tear them down. Drawing attention to a person’s mistakes is not going to be received well. I don’t know of anyone who doesn’t take “constructive criticism” personally. According to Collins Dictionary “construct” means to build while “criticism” means to pass judgement on someone. How can you build someone up while passing judgement on them?

You have a choice to make. You can either dwell on what they’ve done wrong or congratulate them on what they’ve done well – and what they need to do to improve. It can be as simple as replacing the word “but” with “and”. You can either dwell on the fact that they have made a mistake – or you can get past it by accepting the fact that everyone makes mistakes and move on from there. What is – is. What happened – happened. Change your mindset in a positive way by thinking about the mistakes people make as teachable moments. Use the opportunity to praise them for what they’ve done well and teach them what they need to do the next time , so they don’t keep repeating what went wrong.

Creating a teachable moment is an opportunity for both of you to grow. You’ll grow as a teacher and they’ll grow as a person by learning a new skill that will help them perform better in the future. The next time you have an opportunity to create a teachable moment use the sandwich technique. “Sandwich every bit of criticism between two layers of praise” – Mary Kay Ash. It’s a great way to keep your emotions in check and to turn the situation into a positive experience for both of you. You don’t want to change them – you just want to change what went wrong.

Step One: Start the conversation off by saying something positive about them or what they’ve done. Or how they contribute to the overall success of the team, department, organization, etc.. Remember – You are not looking to change them – you just want to change what they are doing that’s not getting the results you are looking for.

Step Two: Let them know the negative impact their actions are having and what problems they are creating. Let them know you are there to help them succeed. Ask some good open-ended questions to drill down and find out why these mistakes are happening. You can’t fix what you don’t acknowledge. Get their input on what needs to be done to fix it. Agree on a plan of action. You need to get buy-in so be sure to include their ideas in the plan.

Step Three: Let them know that you are looking forward to working with them. Let them know that you will be following up with them to make sure that the plan you’ve agreed on is getting the desired results. If not – you need to agree on a new plan. People do what you inspect not what you expect. Follow up, follow-up and then follow-up some more. You need to change the habit to change the result.

 Copyright (c) 2014. Brian Smith – Reformed Control Freak. Looking for a keynote speaker or planning an in-house training session? Brian specializes in soft-skills training and leadership development. Contact Brian today. He will work with you to insure your event is an overwhelming success. To find out what Brian can do for you and your organization visit http://briansmithpld.com