Newsletter: March 2011
How to delegate: self-coaching strategies for leadership success
"How do I delegate work to my staff?" It's a question most managers ask at some time, often with a hint of desperation in their voices, and their reasons for the question are compelling:
- They want to be able to challenge their staff, to give them opportunities to grow, to learn more about their business or industry, to up-skill them.
- They want to be able to free themselves from the detail of hands-on management that consumes their day, to give themselves time to lead their team.
They are usually also worried about over-burdening their staff, of applying too much pressure, so that they create dissent and build resistance.
However, a new report, the BlessingWhite Employee Engagement report 2011, found that employees worldwide "want to see a purpose in their work and to feel personal satisfaction in their jobs". The top drivers of job satisfaction are seen as opportunities to "do what I do best", plus career development and training.
This is exactly what managers are saying they want for their staff too.
Delegating responsibilities means sharing the load, developing staff and allowing time for real leadership. It's a win/win solution.
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Whitepaper: Did you know? Working is bad for you!
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This year we are soon to launch a blog, Coach at Work, supported by Twitter and Facebook - more consistently than in the past. This move represents a major shift in thinking and significant learning.
The purpose of this Newsletter
Positive Change Consulting shows people how to build great leadership, manage change, improve teamwork for business productivity – and restore balance to your life.
In this newsletter we aim to alert you to the latest research into leadership, report people-related workplace news, suggest ways for encouraging staff involvement to improve your business and alert you to the things we are doing and the services we can offer you.
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Jennifer McCoy Director & Principal Consultant
Director & Administration Manager
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