This fourth and final “Delegate to Accelerate” recording addresses how to empower your people and monitor their progress to ensure a delegated project is completed properly.
We cover these topics:
Granting authority
Learning to trust others
Being prepared to assist
Monitoring progress
Correct or redirect as needed
Listen in to the below recording to learn more and to bring yourself that much closer to true acceleration!
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!
Read MoreI 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.
Read MoreOne of the most important elements of a successful business or team is its culture. A culture is the environment that surrounds you all the time. It encompasses the shared values, attitudes, standards, and beliefs that characterize members of an organization and define its nature.
Cultures do not develop on their own. They result from conscious decision making and behaviors which, when repeated over time, become expected norms for those operating within that space, whether it’s a community, a sports team, a place of worship, or a place of work.
Corporate or organizational culture is rooted in the business entity’s goals, strategies, structure, and approaches to its work, customers, investors, and the greater community. Of course, there are many different kinds of workplace cultures, including innovation, transparency and empowerment.
Read MoreDidn't have the week you wanted?
Some of us can look back at the outgoing week and smile, thinking about all that was accomplished.
Others, maybe not so much.
Here are some *BLOCK* tips that can help make your last day of the week the most productive:
BLOCK out the past - What happened happened. No use in crying over spilled milk. 🥛
One of the local papers runs my coaching content weekly.
They use this caption for my "Coach's Corner" column.
I hadn't seen it before. And I love it.
Unlike other interventions, coaching is all about taking the ideas and magic already in a client's head and helping them unravel, organize and make sense of it, while setting aside the things that have been holding them back.
Standard client comments: "I know I need to ___ (take action) but can't because ___ (limiting belief.)"
Coaching empowers people to move forward and get things done.
Read MoreAs a coach, it is relatively common to be contacted by individuals who feel stuck. Often, these people are mid-late career and struggle in their current position.
Their challenges often include, but are not limited to:
Long, grueling workdays
Insufficient pay
Lack of passion for their work
Managers who mistreat them
Working in industries, such as tight-knit community businesses, in which “everyone knows everyone”, limiting their ability to make lateral career moves
Ironically, when we unpack their situations and identify pathways forward, they are often unprepared or unwilling to take the kind of action necessary to break free.
Read MoreRecently, I was out driving on the highway during a rain storm. I signaled right and started to switch lanes. The problem was that, due to low visibility, I failed to see a van that was moving into the same space. It’s tail swiped the front side of my car.
For the next few days, I drove around with increased hesitation. Before turning, I would double and triple check. My driving speeds were down a few miles. In general, I was more cautious. After a while, however, I was back to my New York driver self, navigating the streets with (semi) reckless abandon.
It’s common for people who experience a setback to be more cautious the next time. The problem is, many folks will often view a single failure as an indictment on past efforts and not try again. For example, they make a large number of sales calls that don’t convert. Or they produce a product, service or program that they believe will sell and get almost no response. So, they quickly throw in the towel and give up.
Read MoreA recent report from the US Department of Labor confirms what many of us already suspect. Employee productivity is on the decline, with increases in email to respond to, web surfing, daily meetings, and poor management partly to blame (though meetings and idea sharing, while not productive per se, can and often do yield positive benefits.) Many leaders and managers similarly are also not as productive as they once were.
Let’s be honest. Staying productive can be tough, especially for folks who need to use their minds (to manage others, plan and be strategic, produce content, develop code, solve problems, coach, etc.) and / or pound the pavement to generate sales or other deliverables.
To help us become more productive, and to make the list more memorable, I compiled a list of “s” productivity pointers. They are in no particular order.
Read More
