DELEGATION: THE FINE ART OF USING IT TO GROW YOUR BUSINESS
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In this presentation, I am addressing one of the things I see ALL THE TIME that, if not addressed properly, SIGNIFICANTLY plagues the quality of success in our business and personal life. Delegation and Letting Go of Control. I bet just SEEING reading words alone can cause some of us anxiety. Why is this? Interestingly enough, during the week I put this presentation together, I had several in depth conversations with business owners where this EXACT topic naturally came up in our discussion. These individuals both openly admitted AND acknowledged their lack of delegation in their business, and were even quite aware of why this was a problem for them. On top of this, they also shared a lot of the extra stress and negative results they were experiencing by NOT delegating. However, what was by far and away the most frustrating for me, (being someone who sincerely wants good hearted entrepreneurs and business minded individuals to thrive,) was that even with a decent amount of awareness and recognition of their problem, they both seemed adamant about not doing anything about it, and were consequently wallowing in their suffering. I could sense that me bringing up my workshop topic wasn't even worth it, because honestly if someone isn't wanting to change, I have learned the hard way that I certainly cannot be of any help. During this presentation, I plan to address some very core reasons WHY I feel these people are choosing to stay stuck, and how those of YOU who attend the presentation can learn that you do not have to suffer this same fate. I am also teaching on how to identify strengths in your employees and coworkers based on the book StrengthsFinder 2.0, which can tremendously increase your company's success, productivity, and enjoyment of working with others - utilizing your gifts and strengths, which always make us feel at our best.
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The document discusses Gallup's research on employee engagement based on surveys of over 17 million employees. It finds that only 33% of US employees are engaged at work, while 49% are not engaged and 18% are actively disengaged. The 12 questions that most impact employee engagement and organizational performance are presented along with insights into how managers can improve scores on each question.
Lec : Human Resources - Self Confidence
This document outlines an MPA course on organization and management. It covers three main topics: skills of self-confidence, operations and career management, and references. For skills of self-confidence, it defines types of self-confidence like optimal, low, and over confidence and lists skills to build self-confidence. For operations and career management, it discusses key aspects of operations management and importance of career management for both employees and companies. It also outlines eight career anchors that influence career choices. The document provides references used at the end.
Retaining Top Performers
The document discusses identifying and retaining top performers. It outlines a three step selection process of evaluating a candidate's past, present, and future fit. The process involves surveys, interviews, background checks, personality and skills assessments to evaluate a candidate holistically. It emphasizes the importance of seeking the "total person" to determine if they can do the job, how they will do it, and if they will want to do it long term.
Managing Oneself And Reflective Practise Drucker Hackett
The document discusses the importance of self-reflection and managing oneself effectively. It emphasizes the need to understand your strengths, values, and how you perform best. Some key aspects covered include conducting self-assessments to identify your strengths and learning style, determining if you work best as a decision-maker or advisor, and using critical reflection to avoid arrogance and take informed actions. The overall message is that managing yourself well requires honesty about your abilities and continuously working to improve your performance.
YF Nat School Based Mentoring
One of the best ways to attract and keep talented people is to mentor and coach them. Those who mentor need to also be mentored themselves. These tips apply to not for profit organizations as well as for profit organizations. In this economic climate, mentoring and coaching is even all the more important.
Strength_Feedback_Report_Omefe_OMAVUEZI
The document discusses the results of an online strengths assessment taken by the recipient. It identifies their top two "superpowers" as Achieve and Collaborate, describing what these strengths mean. It also outlines two areas of potential, Adaptable and Advocate, that could be further developed. The document provides tips on how to identify strengths and unleash their superpowers in a career. It recommends additional resources to learn more about strengths and concludes by thanking the recipient for taking the assessment.
First Break All the Rules
1. Two large studies over 25 years surveyed over 1 million employees and found that talented employees need great managers and that how long an employee stays and their productivity is determined by their relationship with their immediate supervisor.
2. The book presents insights from great managers and found that they reject conventional wisdom. Instead of trying to fix weaknesses, they recognize that people are motivated differently and have their own styles. Great managers focus on drawing out employees' strengths rather than trying to change their inherent traits.
3. The studies developed 12 questions that measure strong workplaces and found a direct link between positive responses on the questions and higher productivity, profitability, employee satisfaction and retention.
Effective Leadership
This document discusses the qualities of effective leadership and emotional intelligence. It provides examples of leadership prerequisites like IQ, technical skills, and emotional intelligence. Followers want excitement, importance, significance, and to work towards a cause within a feeling of community. The document then examines components of emotional intelligence like self-awareness, self-regulation, motivation, empathy, and social skills. It provides cases to evaluate these components and emphasizes that emotional intelligence can be learned through motivation, extensive practice, and openness to feedback.
LEAD WITH FEEDBACK: TWO ESSENTIAL TIPS FOR HOW TO GIVE IT
How do you give feedback in ways that get people to actually listen and change? It’s not a new challenge in leadership circles. Every leader we work with, all over the world and at every level of management, struggles with it:
So What Do You Do?
This document discusses career planning and development. It emphasizes the importance of self-reflection to understand one's values, aptitudes, interests and motivations. It encourages positioning oneself by documenting contributions and publicizing value added. Personal branding is presented as distinguishing personal qualities and maintaining a positive association. The document stresses finding opportunities to utilize one's gifts and developing a role rather than just holding a job. Resourcefulness, strong networking, and joining the top 20% performers are advised for career success.
Succeeding through your strengths & failures ABRCMS 2014
"Succeeding through your strengths and failures: Assess and apply your unique strengths toward your ideal goals" This workshop was provided at the ABRCMS conference in November 2014.
Similar to DELEGATION: THE FINE ART OF USING IT TO GROW YOUR BUSINESS (20)
Esher house webinar overview & resilence workshops
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Jay_Rocavert_R2StrengthsProfiler_Expert_Profile_21052016
Managing Oneself And Reflective Practise Drucker Hackett
Managing Oneself And Reflective Practise Drucker Hackett
LEAD WITH FEEDBACK: TWO ESSENTIAL TIPS FOR HOW TO GIVE IT
LEAD WITH FEEDBACK: TWO ESSENTIAL TIPS FOR HOW TO GIVE IT
Succeeding through your strengths & failures ABRCMS 2014
Succeeding through your strengths & failures ABRCMS 2014
DELEGATION: THE FINE ART OF USING IT TO GROW YOUR BUSINESS
- 1. BOUNDARIES IN BUSINESS WEEK 2: DELEGATION: THE FINE ART OF LETTING GO
- 2. WEEK ONE RECAP SHARED EXPERIENCES Strengths Class Exercise
- 3. BENEFITS OF USING STRENGTHS KNOWING STRENGTHS IS ONLY THE BEGINNING Gallup research proves that people who actively use their strengths are more likely to: Achieve goals Display confidence & self-assurance Experience an excellent quality of life Be more energetic, well-rested and happier Be less worried, stressed, angry and sad
- 4. WORKSHOP 2 OVERVIEW CORE ISSUES AND EMOTIONS BEHIND OUR LACK OF DELEGATION REAL LIFE EXAMPLES, EXPERIENCES, AND HOW TO BREAK FREE IDENTIFYING AND BUILDING ON THE STRENGTHS OF OTHERS IN CLASS ACTIVITY SELF DELEGATION WEEK 2 ASSIGNMENT
- 5. DELEGATION
- 6. True or False? MOST BUSINESS OWNERS AND ENTREPRENEURS SUCK AT DELEGATION.
- 7. CORE ISSUES PERFECTIONISM FEAR CONTROL MISTRUST PRIDE VULNERABILITY IMPATIENCE “NOT KNOWING HOW TO DO IT EFFECTIVELY” LACK OF RESOURCES (FINANCIAL,PERSONAL)
- 8. REAL LIFE EXAMPLE Shared examples
- 9. STRATEGIES TO GET STARTED AND BREAK FREE Start with something small. Lighten up (How important is it?) Simplify Prioritizing & Clarity – setting flexible goals, boundaries, and responsibilities Dealing with the emotions as they come up Using extra time to do things you enjoy (Hobbies, exercise, movies, spending time with family, etc.) Self Care – (Massages, Meditation, etc.) Continuously encourage yourself and focus on the benefits. Whatever works best for YOU
- 10. BENEFITS OF LEARNING TO “LET GO OF CONTROL”
- 11. IDENTIFYING & BUILDING THE STRENGTHS OF OTHERS According to StrengthsFinder 2.0 ,the research conducted by Gallup studies and Strength Psychologists indicate that people who have the chance to focus on their strengths in their work are SIX TIMES more likely to be engaged in their job, and THREE TIMES as likely to report having an excellent quality of life in general. If your manager primarily: Chances of your being actively disengaged: Ignores you 40 % Focuses on your weaknesses 22% Focuses on your strengths 1%
- 12. Signs that someone is not in the “strengths zone” Dread going to work Have more negative than positive interactions with your colleagues Treat your customers poorly Tell your friends what a miserable company you work for Achieve less on a daily basis Have fewer positive and creative moments.
- 13. IN CLASS ACTIVITY Working with and building on peoples strengths (in action) Delegating to yourself by properly identifying your own strengths.
- 14. Questions? What’s one thing you learned today that you feel excited to implement in your own life? Why? Week 2 Challenge Next Week: Workshop #3 Self Worth and Workaholism
- 15. Thank You! HOW TO CONNECT WITH, LEARN MORE ABOUT, OR CONTACT ME: Email: englerscott@gmail.com Website: www.thejobinnerview.com LinkedIn: www.linkedin.com/in/englerscott Book: “The Job Inner-View” (available in ebook: Barnes and Noble, ibookstore, Kobo, Scribd, and Inktera) Company: “ i*C.A.N. Career Coaching & Personal Branding” (Overview and description of services on header bar of the job innerview website)