Delegate to Accelerate Lesson 3: How to Plan the Delegation Process to Ensure Success

This third “Delegate to Accelerate” recording (first can be found here; second can be found here) addresses how to plan the delegation process to ensure its success.

We cover these topics:

Why we need to develop a delegation culture
How to decide what to delegate
Building others’ skills and efficacy
Be clear on tasks and outcomes

Listen in to the below recording to learn more and to bring yourself that much closer to true acceleration!

Oh, and by the way, I mention a special offer in this video that you don’t want to miss!

Delegate to Accelerate Lesson 2: Who to Delegate to

This second “Delegate to Accelerate” recording (first can be found here) addresses who we should be delegating to and how to get them up to speed so that we can trust them to do the job right.

We also address what to do if such a person is not presently employed by you.

Listen in to the below recording to learn more and to bring yourself that much closer to true acceleration!

Delegate to Accelerate Lesson 1: When (and When Not) to Delegate

Do you want to learn how to delegate so that you can accelerate your business and life? Well, this is the place to be!

This first “Delegate to Accelerate” recording addresses key elements of delegation, including…

what delegation is… and what it isn’t
what to delegate… and what not to
my own “Delegate to Accelerate” journey
the “Delegate to Accelerate” journeys of two of my clients

Listen in to learn more and to bring yourself that much closer to true acceleration!

Feedback from My "Delegate to Accelerate" Survey

I am so excited to report back on some of the survey feedback I've been getting for my upcoming "Delegates to Accelerate" Masterclass. The feedback has been incredible. So many of my friends and connections - thank you if you are one of them - for taking the time to complete the survey, and just to answer a few critical, though simple questions about delegation. One question was, what is your biggest challenge? And we all have challenges when it comes to delegation. So what is your biggest challenge? And what must this Masterclass include if it's going to be most impactful for you? What questions, what concerns, what issues must it address for it to really deliver? So even though it's dreary outside, you may be able to see behind me and you kind of hear the rain coming down and all of that, I am juiced. And I want to share this with you.

8 Tips to Handle Workplace Absenteeism

Simply put, absenteeism is a big deal for business leaders. It costs a lot in terms of lost productivity and temporary labor costs. Add in weakened morale and the price of absenteeism grows even more substantial.

So, what can leaders do to address it? Here are some strategies to consider.

Be proactive – Don’t let the problem go on for so long that you eventually react in anger or, in the interim, come across to others as unresponsive.
Keep records – While you don’t want to be breathing down people’s necks, it is important to have accurate attendance data at your disposal. This will give you the information that you need to have corrective conversations.
Demonstrate concern – When you notice a trend, approach the employee and demonstrate concern. Ask her what’s going on and what can be done to rectify matters. Approach the conversation with the assumption that the employee wants to be on time and reliable. See what you can do to be helpful.

Learn to Tell a Great Story

In my work as a professional speaker, I seek to weave in stories whenever possible. The reason is simple. Unlike dry, technical information, stories deliver messages direct to the heart. They deliver immediate understanding and are remembered much longer than other information.

When I use words like, “Let me tell you a story,” the audience always becomes more alert and attentive. It’s like they’re thinking, “Okay, here comes the really good stuff.”

Good stories have a power all their own. They can make complex issues understandable. They can give people a sense of community. They can call people to action in ways they never imagined.

Storytelling is not just an important skill for speakers. Now more than ever, great leaders are great storytellers. Storytelling helps executives weave rich narratives that inspire their organizations, set a vision, teach important lessons, and define the culture and values. Perhaps most importantly, stories explain who you are, how you got here, and what you believe most deeply about your work and about each other.

How to Reward Employees Without Spending Money

In a recent post we talked about gifting experiences instead of money. But sometimes, even experiences are not in the cards. Or perhaps you want to set a standard that not every good act needs a tangible What then?

Consider gifting privileges.

When I was a head of school, we introduced a behavior management program that was built around core values. Students who demonstrated behaviors and attitudes that were in line with our values (safe, friendly, respectful and responsible) would receive tickets that could be cashed in for prizes. Some of those prizes were physical rewards, such as a toy or slice of pizza. But many were privileges, like having lunch with a certain adult or becoming my personal assistant for a day. Students were able to choose what they wanted, and many chose the privileges over tangible rewards.

We all want to feel respected and important. And what better way to gift somebody that feeling than by fostering opportunities for them to be recognized and pampered?

How to Find the Right Person and Train Them, Part II

Finding the right person to delegate to may not be enough. Often, that person – experienced or not – is going to need to learn new concepts and skills to do their job correctly and efficiently.

One of the first questions you want to ask is, “what do you need to learn in order to do this task properly?” Once s/he has responded, add whatever you feel may still be missing. At that point, work to determine how s/he is going to get the needed training.

How to Give Feedback Like a Boss, Part II

Following are more tips to help keep feedback conversations constructive.

Be growth oriented – The primary purpose of feedback should not be assessment. Rather, it should be on coaching employees to grow and set new goals. Once goals are set, use them as a baseline for future conversations with a focus on how the employee is progressing towards his/her goals. If insufficient progress is being made, use the conversation to figure out why and what can be done to help get things on track.
Be reasonable – Even if there are many correctable items that you’d like to discuss, avoid overloading. Too much information will only dilute the conversation and reduce its effectiveness. Choose the 2-3 most important elements that require attention and leave all others alone. Less is more.

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