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Delegate! Who to? No-one else can do it as well … Can they?

Many years ago, I foolishly believed that only I knew everything and could do the task effectively whereas others who reported to me weren’t up to it or to the same standard. Surprising, the company grew once I started to delegate, trust those around me and act like the director that I’d been employed to be. Does this possibly ring true to you or do you recognise the traits?

Often we feel like we should be seen to be working with massive workloads, however, efficiency is all about insuring the operation runs smoothly. If you don’t delegate tasks that others can do, it builds distrust, feeling of reduced worth and despondency.

Here are 5 simple steps to help you along this path of delegation:

  1. WEAKNESS – It is not a sign of weakness to delegate. Know your people and show trust. Maybe there’s feeling of shame, guilt or wanting your own badge of honour showing what a martyr you are. 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, even got the badge and then proved totally wrong.
  2. 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 but we’re all different and with guidance and training, 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!
  3. BE OBJECTIVE NOT PROCEDURAL – Two forms of management, Micro and hands off, both equally incorrect! Delegate the task with the desired outcome you’re looking to achieve. Demonstrate how to do this and be approachable. Indicate that they can do it as they wish but the outcome with the objective being what is at stake. Set SMART goals. Allow sufficient time for them to be innovative in what they are doing or learn their own way.
  4. PATIENCE – … “my backside, I’m gonna kill someone!” They’re not likely to get it right first time without making errors? This is the learning curve. 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.
  5. RECOGNITION – When everything goes well, bestow credit where it’s due. Superiors will see how well you manage your team/staff, your delegate will see their worth in not only your eyes but the firm/company’s too. Notoriety is a reward in its own right. 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 wok with Directors and Managers to help understand how to let tasks go enabling concentration on what they should be doing. If this is an area you feel you or members of your team would benefit from, take that first step by speaking with Neil (07761 187238) or throw him an email at info@coachingtosuccess.co.uk… We’re affiliated to the Growth Accelerator scheme and are here to help.

Change for the better doesn’t happen by itself!

I have recently read, with some significant interest, a BBC article with an opening sentence “The food industry should be regulated like the tobacco industry as obesity poses a greater global health risk than cigarettes”

But how do you get the world to change such a lifestyle of convenience and ingredients designed to get us wanting more? This is a massive ask but is no different when you break it down to our own individual needs when it comes to ‘Change Management’.

Richard Beckhard created the ‘Change Equation’ which, in simple terms says the you need to consider the following factors, (A) an attractive vision of the future, (B) dissatisfaction with the present, (C) practical steps to move forward and (D) the pain involved in changing. The equation then reads A+B+C must exceed D for change to work.

I am a type1 diabetic, and I despair when I get tarred with the same brush as those who acquire type2 diabetes through a lifestyle of eating unhealthily and lack of exercise. Unfortunately some type1 diabetics don’t help themselves either but I say look at Halle Berry, she’s type1 but made the choice to work at remaining fit and probably indulges in the naughty foods as a treat but not as a regular source of nutrition, she makes sure to take care of her health by eating right and taking her supplements from https://xtrapuregarciniacambogia.net.

So, going back to change, how do we apply this ‘choice’ to the way we make changes in our life or careers?

Take each of Beckhard’s factors and prioritise in turn whether low, medium or high. Once completed, take on the role as a ‘Leader’. This is applicable whether changing something personally or for a group. From this, asses what ‘practices’ you believe a leader should consider (eg challenging the norm, encouraging others, being inspirational, recognising achievements etc), then prioritise these with actions against each.

Then consider who will support you in these changes and, if in business or groups, who may resist change. Make a list of the resistors, the traditional “we’ve always done it this way” brigade, the fence sitters and the go getters who are the change agents.

Consider what resistance are you likely to incur (and by who). How will you monitor and keep people, or yourself informed about the change process? And how will you monitor motivation and commitment?

Change doesn’t simply happen, it has to be managed. As a senior manager, the company I worked for brought in a new computer system. We had two weeks of basic training and then left to our own devices. Guess what? The change-over failed epically because the organisation didn’t consider the aforementioned and it took 17months for the system to bed in where it could have only taken 6months if managed correctly.

This is a very simplistic over-view of what’s needed for a successful change process so please at least consider these points when making change. Should you really want a smooth transition, contact Coaching to Success, affiliated to the Growth Accelerator scheme to arrange your free consultation and see how you can help make those changes! Neil looks forward to hearing from you either by calling 07761 187238 or email neil@coachingtosuccess.co.uk.

Plan now for the rise of 2015 interest rates

CBI May 2014 reports UK interest rates will rise from 0.5% to 0.75% in the first three months of 2015 as growth picks up.

So how does your business reflect the growth of 3% this year, up from a previous estimate of 2.7% as forecasted by the business lobby group?

Here are my top six tips for areas to start looking at in your business to harness more profit and growth and to exceed the anticipated rise in interest rates.

1.   Plan it!

Do you have a ‘Business Plan’? Not the one stuck in the bottom drawer that helped secure the bank overdraft, but a true, tangible strategy plan, regularly viewed and updated for potential opportunities? Get it out, dust it off or throw it out and create a realistic plan for growth.

2.   The Team

As industry picks up, I’m finding more people are coming to me to help them GET OUT of their existing employment. It is critical that you get to truly know your staff to help reflect the organisation’s values and beliefs by bringing them into it. Communication is key. If they don’t feel part of the company’s ethos and that their input IS important, they will leave.

3.   Marketing

Consider your target market. Are you niche, if so, how do you market it? Are you mainstream?, if so, what’s your USP? Look at external ‘Marketing’ companies to help you as a worthwhile investment to raise your flag higher than your competitors.

4.   Customers and Clients

Update your record cards? Be a business doctor, KNOW YOUR CLIENTS. Spouses/partner’s and kids names, pets, sport likes, hobbies. Keep record cards up to date about ‘personal’ attributes. I once knew a client who liked to do base-jumping. At least ‘I’ knew when he went off the edge!

5.   Service

I’ve recently been helping a client to realise that in their 12 products portfolio, clients only use 2 or 3 on average! Understand your clients and establish ‘their’ needs. Stephen R.Covey, 7 Habits of highly effective people #5: “Seek first to understand, Then to be understood” epitomises this. Rather than chasing around potential new clients, harness more from existing ones. Don’t make assumptions, ask.

6.   Personal development

Darwin wrote “It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change”. Change is happening now. As well as businesses goals/objectives, it’s vital for each person in the organisation to establish personal goals that will grow you as a person, a leader or a valued member to insure change doesn’t come and rush by… lead from the front.

 

Coaching to Success help facilitate in each of these areas and excel in the last. We’re part of the Growth Accelerator scheme which means we can look to obtain match funding for training programmes for those businesses wishing to grow. We’re here to join in the success that your organisation will have prior and then through 2015 so start planning ahead and see how we can help.

Contact Neil on 07761 187238 or email neil@coachingtosuccess.co.uk to arrange your free consultation and see how you can help grow your business with structure, enjoyment and a solid team too.

How to control conversation hogs.

An old proverb quotes “Empty vessels make the most noise”, meaning there’s that vocal one amongst us who always has to be heard but doesn’t really have much to contribute.

Now I’m not actually a great believer in targeting all people who speak out as not having substance. What I feel is that others who also have important contributions are supressed before bringing it forward fearing rebuttal from outspoken individuals.

So the answer shouldn’t be about gagging these individuals, after all, their opinions do count, more so the question should be about how do you make your point when others are determined that the stage is theirs alone?

Here are some methods that will help.

From the individuals perspective

  • Go into neutral… The most vocal people often react to feedback. Refrain from nodding or rolling your eyes. Give NO clue and let them go, I can assure you, without fuel, their point will burn out quickly as there’s no engagement.
  • Continue… When someone butts in, don’t stop. Simply continue as if they were sat there with Gaffa tape across their mouth! They will soon get the point.
  • Boring!!!… Regardless of how inconsiderate and blatantly rude the other person is, if your subject matter is boring, people will switch off. Whether work or social, don’t go straight into finite detail. Give an overview and if the other party wish to know more, tell them but at their invitation.
  • Tell them… Frustrating though it is, we often allow others to run away with the conversation. Once they see an opening, you’ve given them the opportunity. So rather than being rude in return, simply inform them “John, sorry, I hadn’t quite finished what I was saying”

From the group Leader

  • OpenForumIn group meetings, know who these strong characters are. Don’t supress their ideas but allow others to take to the stage first.
    • Start with those who will speak out but normally when addressed.
    • Then the quieter members, often the ‘thinkers’. Having a gem of an idea but don’t offer it for fear of being shouted down. They will likely follow the lead of some but will not speak out following more ‘assertive’ (or aggressive!) members.
    • FINALLY, offer the stage to the outspoken members. Throughout, control the conversation stopping these characters from railroading others!
    • Allow people to finish. Give them the floor up to the point they stop. When someone attempts to cut in, as the leader state “Hang on to that thought, I’ll get to you in a minute”, if they persist, be more forceful “Jane, let Mike finish. we will get to your point momentarily”

All too often, people’s passion takes over so courtesy and politeness go out of the window. Rather than treating this as an unacceptable behaviour or trying to shut someone up … change it!

Coaching to success see this behaviour all too being invited to act as arbitrators. If this is something you feel your organisation could benefit from, contact Neil on 07761 187238 or email neil@coachingtosuccess.co.uk to see what further ways we can help you and/or your business in getting the best from ALL contributors.

Procrastination – Two week remedy programme

I spent two days wondering what to write about, then it dawned on me, I was putting it off. So, with an element of irony, here’s how to avoid that dreaded procrastination.

Procrastination effects our inner peace, our calmness and not always consciously. How often do you feel fidgety and not totally relaxed when you know there are tasks to be done, especially ones you don’t enjoy?

It affects us all in some way, so here are 10 tips to help take back control from procrastination.

  1. Clear your work place – A cluttered desk is a cluttered mind. Piles of paper, post it notes etc. distract and stop you from focusing on the job in hand. Only keep what you’re working on in front of you, file the rest or create to-do trays.
  2. Set Goals – Set realistic goals but break the Big picture down. Set smaller, achievable goals with realistic timelines.
  3. Rewards – I once had a client who bought himself an iPad when he achieved his overall goa. I like to treat myself to a really nice cup of coffee and chill for half hour to enjoy both it and my accomplishment. Doesn’t need to be big but reward yourself. Scale it according to the level of success.
  4. Learn new skills – How will that help? By learning to achieve the next level of competency, such as dancing, rock climbing, photography etc, helps you look to the next level of aspiration. I started karate some 30yrs ago and this helped me through my whole career (not necessarily the way that you may be thinking!)
  5. Negative inner voices – When self-doubt creeps in, put it in its place. Start listing the ‘positive’ reasons that things WILL work and listen to this voice instead.
  6. Playing the victim – Stop glorifying how you’re the victim of circumstances. Stand tall and leave what’s happened behind. Be proud of what you can accomplish and when your inner ‘victim’ raises its head, tell it who’s boss.
  7. Prioritise – Evaluate and if it’s important enough for you to do, you’ll find a way. If we don’t care, we’ll keep putting it off. Go through your tasks and prioritise them, starting with the most important.
  8. Delegate – Others can actually do some of those tasks better than you! Let the reins go and give someone else the chance, who knows, they could very well enjoy those tasks that you don’t.
  9. Accountability companion – Chose a person, a supervisor, a junior, a spouse or friend. Tell them you’ve committed to a task with a specific time-frame and ask them to hold you accountable. Human nature compels us to act if we know others are watching!
  10. New Habits – take all of the aforementioned and set about creating some new habits on how you will overcome procrastination. Definition of habit: “Settled tendency or practice”. Be positive, be proactive and be aware.

Taking on one step each day (see 3) you should master the skills of overcoming procrastination is just 2 weeks. If you get stuck with any aspects along the way, contact Neil via phone on 07761 187238 or email neil@coachingtosuccess.co.uk to beat the beast that is procrastination. Good luck