![]() The biggest thing here is to have clear expectations of what the end result looks like. Maybe you record a video walk through of the process and the next time this task comes up, you have a team member watch your video as they try to do the steps and see what comes up for questions. If you’re so busy and can’t get the time to walk someone through a full process, why not have them hop on zoom or come watch you work with the sole goal of them absorbing? Maybe they write their questions down and you answer them later if you can’t in the moment. While that might be true, and I have also struggled with this on and off- its helpful to get creative. Then there’s the idea of “I do it faster when I just do it myself”. ![]() You are most valuable when supporting your team members and getting them the additional resources they need. When you go from team member to team leader- there is a weird shift where it feels like you should still keep all of your projects and add even more, but when you step into this higher title, it’s time to learn how to effectively delegate. How many more engaged employees would we have if we had a simple conversation about what they enjoy doing in their role and gave them more of that and less of the things they don’t like doing? I find out what my team members are passionate about and I try to find projects that will give them more of the work they enjoy doing. Let’s remember that just because someone is good at something, doesn’t mean they love doing it. I use this same thinking process and talk with my team about what they enjoy doing. I love to have additional opportunities to help the team and add more skills to my resume, so I appreciate an opportunity for my leaders to delegate to me. I start by thinking about what I would want my leader to do for me. Here’s how I have handled delegation over the past 12 years in leadership roles: Is it because you know how to do it right(and probably faster) so you might as well do it yourself? Is it because you feel that if you give away work, you’ll be less valuable? Leaders, why do you struggle to delegate? #professionaldevelopment #growthopportunities #growth #leadershipdevelopment #advanceyourcareer PS- if you're looking for programs and courses, I currently offer the Future Leaders program, focused on soft skill development for emerging leaders and have several additional offerings in the works. and encourage/support them along the way. Leaders, please talk with your team members individually on how they might be able to take advantage of these benefits to advance their skills, knowledge, etc. ![]() If they know it exists, they might not know how to best utilize the funds. If you aren't talking about this perk/benefit that may have been mentioned in the first few days of them accepting the role, it's possible they don't remember it exists. Leaders, what are you doing to talk with your team members about their options on how they can use it? This is why I feel like many companies who have a professional development stipend might not see their teams taking advantage of the benefit.ĭo you know if your company offers reimbursement for professional development? If it's out of sight, meaning, not on the top row or at eye level, I will forget about it. I put the leftovers into containers and add them to a shelf in my fridge.ĭays or a week go by and I think, "How could I have forgotten?! It was such good food." Sometimes I make an amazing meal (which is saying something as I don't cook much). Professional development stipends remind me of leftovers in my fridge. ![]()
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