Beliefs

Hmm, and therein lies the egotism or even the lack of confidence of those who need to share the workload. Many years ago, I too foolishly believed that only I knew everything, others simply couldn’t do it as well or to the same standard as me, surprising how much better the company grew once I started to delegate, trust those around me and act like the director that I’d been employed to be.

Delegating is a critical skill and not an easy one to manage. Often we feel like we should be seen to be under stress with massive workloads, however, efficiency is all about insuring the operation runs smoothly and with direction, if you don’t delegate tasks that others can do, it builds distrust, feeling of reduced worth and despondency.

Here are some simple steps to help you along the path of delegation:

1. DUMP THE EGO! – No, you’re not the only person in the whole world that can do that job. Ok, it may not be done to the standard YOU BELIEVE to be correct or the way that you would do it but we’re all different and with guidance, training and some support someone else can do specific roles and possibly even have the ability to do it faster or even better than you… there’s a thought!
2. VOLUNTEERS NEEDED, ANYONE? – You may end up waiting some time for someone to offer to help. If they don’t realise you need assistance, they’ll get on with their own jobs. Think about if someone asked you for YOUR help, would you? More than likely you would so put it out there. Don’t wait for someone to come to you whilst building up your frustration of why no-one’s offering
3. WEAKNESS – It is not a sign of weakness to delegate but strength, know your people and show your trust. Maybe there’s feeling of shame, guilt or wanting your own badge of honour showing what a martyr you are by letting everyone see how you manage to continue handling everything yourself. Be truthful with yourself as to the reason why you don’t delegate, it IS NOT a weakness to delegate but shows signs of trust and responsibility… ok, stick by your thoughts there’s no one responsible enough to hand it to!! Been there, seen it, got the badge and proved totally wrong.
4. BE OBJECTIVE NOT PROCEDURAL – Two forms of management, Micro and hands off, both equally incorrect in their opposites! Insure you delegate the task and what the outcome is that you’re looking to achieve and show them how to do this and that they can come to you. Indicate that they can do it as they wish but the outcome, the objective is what is at stake here and set SMART goals. Allow sufficient time for them to be innovative in what they are doing or to learn their own way, we do, after all have a prefrontal cortex that allows us to think for ourselves.
5. PATIENCE – Are they likely to get it right first time without making a single error? If yes, why didn’t you delegate it ages ago, if not, well, this is the learning curve. Mistakes will likely to be incurred, a line I used in the last blog… Thomas Edison commented when he eventually found how to create electric light “I have not failed. I’ve just found 10,000 ways that won’t work”, don’t assume it will be carried out perfectly first time round as if they already have a track record of success, this isn’t their fault it’s yours for assuming too much without giving the FULL guidance and support needed in the first instance.
6. BACK-UP PLAN – If handing tasks that have a deadline, support your delegate with that given task. Remember, they too will probably have other tasks to perform within their day-to-day workload, systems to deal with that aren’t infallible (don’t you just love technology when it goes foul?) and uncertainties that creep in. Approachability is key, let them know that if there is a problem, come to you immediately so between you, you can resolve it but without the fear of reprimand or belittling and certainly without the fear that if it’s not accomplished on time… over to you Jack, it’s ALL yours! Remove this sense of potential fear before it even crops up, if they feel they have your support, they won’t be looking for excuses as to why it failed.
7. RECOGNITION – When everything goes well, don’t take all the credit! Bestow credit where it’s due. Your superiors (if there are any) will see how well you manage your team/staff and your delegate will see their worth in not only your eyes but the firm/company’s too and will be more likely to be more confident with handling other such like tasks. Notoriety is a reward in its own right. Also, on this, show your own recognition and gratitude for the work completed, say Thank You and truly show your gratitude, this feeling of appreciation will certainly do you well when the next task comes along.

Coaching to Success understands the complexities that directors/associates/partners and managers undergo, we’re here to help you understand how to let tasks go and the great freedom this allows those who delegate to concentrate on what they should be doing, ie direct or manage the workload. If this is an area you feel you or members of your team would benefit from, take that first step by speaking to someone who can help you improve the power of delegation and thus becoming even more productive, after all, that’s what coaching is all about so pick up the phone to arrange a free consultation on how we can help, contact Neil (07761 187238) or throw us an email at info@coachingtosuccess.co.uk… We’re here to help.

Whether you’re into it or not, the footy season is upon us and new teams have been formed, existing teams re-jigged, new members joined and established members have departed… not much different to the world of commerce really but how does that leave you especially if the morale of the team has taken a knock?

“Morale is the capacity of a group of people to pull together persistently and consistently in pursuit of a common purpose” is how sociologist Alexander Leighton puts it so it’s critical to invest time in developing good morale for your organisation to flourish, those that do experience much higher productivity, profitability and staff retention, decreased level of absenteeism and turnover of employee numbers as well as producing an amazing place to ‘want’ to come and work in!

So what are some common factors to cause morale to dip, check off those you feel within your environment…

• Dismal communication.
• Difficult co-workers.
• Heavy workloads and/or stress.
• No recognition or reward/gratitude.
• Restructure or Layoffs
• Deplorable leadership.
• Inflexible working conditions.
• Loss of contract that’s had a lot of time/resources ploughed into it.
• Cancellation of team benefits.
• Lack of enablement or autonomy.

And how frequently do Managers or Leaders turn a blind eye, or not even realise the state of morale by just putting it down to workload pressure. How often can the following clues be overlooked…

• Increased absenteeism.
• Increased staff turnover.
• Lack of enthusiasm by not only individual members but groups too.
• Obvious despondency.
• Decreased productivity.
• Increase conflict between team members.
• Increased complaints about work, or other team members.

You don’t have to be an Associate, Partner or Director of a firm or company to be a leader but whatever your role, Lead from the front and build your own positive attitude or outlook. See what difference this has on those around you. Understand what’s affecting your morale and then ascertain means by which you can address this to create positive affirmations even through the quagmire of assumed despair. Self-confidence inspires others, ‘Positive’ thinking encourages positivity around you (negative has the same effect but in the wrong direction), Quick wins results in improved morale with confidence flourishing in your team as well as yourself and understanding of the reality of the situation not just the emotive shackles we often tie around our own ankles.

Some other tips to consider:

1. CONNECT WITH YOUR TEAM – Avoid hiding behind a desk with closed doors. Get out there, speak to the team, find out about personal as well as work subjects and show interest. Show presence by walking around and being approachable, keep communication channels open and get to ‘feel’ what’s happening around you, this is ‘emotional intelligence’ and don’t run from it, embrace it and show empathy with commitment to deal with issues arising. Remember earlier the ‘No recognition’ comment, reward your team/members and this doesn’t have to cost a penny, simply making an announcement to all how well a member or team have done builds positive feelings but physical rewards work well when they’re due or even awarding time off.
2. CLARITY OF DIRECTION – Set ‘Clear’ goals. This way members ‘know’ what they should be doing or aiming for. SMART goals, yeah, I know, business spiel but it works!
3. COMMUNICATION – The mother of all problems! Without clarity, rumours start and with rumours come the segregation within any organisation even if it’s sound as a bell, so it’s imperative that timely and accurate information is given. If there are changes being made, keep those around up to date so they can’t make their own ‘assumptions’. Express how things will affect them but remember to ‘Receive’ as well… after all, communication means “the activity of conveying information through the exchange of thoughts, messages, or information, as by speech, visuals, signals, writing, or behaviour”
4. ENVIRONMENT – You’d be surprised to what a lick of paint, new air-conditioning, personal storage facilities, cooking equipment etc etc may have. Bright airy rooms to work in have extremely positive outcomes, tidy environment brings order both physically but mentally too.
5. DEVELOPMENT – Regardless of managerial belief, people generally want to improve their lot, as it were. Find out what needs for development exist in your team(s), especially if there have already been lay-offs. By offering this, a better sense of security in what they do can be seen
6. MAINTAIN MOTIVATION – All too often there’s a positive ‘get up and go’ approach and the following month, life’s back to normal! Know what makes your team members tick, it’s not always financial! (look into Maslow’s Hierarchy of needs). Keep up with SMART goals and stay ‘Connected’ with your team(s).

Coaching to Success understands where individuals and groups can suffer from the drop in Morale and how to help those leaders develop a positive environment and helps keep you motivated to succeed through these times as well as supporting you along this path. If this is an area you feel you, your team or firm/company would benefit from, take that first step by speaking to someone who can help you improve morale whilst keeping you on track to reach them, after all, that’s what coaching is all about so pick up the phone to arrange a free consultation on how we can help, contact Neil (07761 187238) or throw us an email at info@coachingtosuccess.co.uk… We’re here to help.