Delegation Skills


It’s not uncommon for managers to resist delegating the work they once did themselves. However, to be an effective and successful manager, it is essential that you delegate work to others.

To increase your willingness to delegate, first determine the reason for your resistance, then identify ways to overcome it. Common reasons for managers’ reluctance to delegation include:

  • Insufficient time to explain the task or train someone to do it. While this is sometimes an acceptable reason for not delegating short-term projects, more often it is not. The time you spend teaching employees’ tasks will save you time and effort in the long run. The sharing of knowledge is an investment in time that pays of in many ways.
  • Desire for perfection. If you feel that you are the only person who can do certain tasks well enough, be careful; this is a danger sign. It’s often unlikely that you are the only person who can do them. Start by delegating parts of these tasks, and each employees to help them perform to your satisfaction.
  • Personal satisfaction and/or reward from task accomplishment. If you enjoy a task or receive recognition from others when you perform it, you may tend to reserve it for yourself when you could be delegating it. It is difficult to give up work you really like. Learn to achieve satisfaction from other parts of your job.
  • Lack of confidence in employees’ abilities. If you lack confidence in an employee’s abilities, carefully evaluate what the employee can and cannot do. You may want to check your impressions with others, because people sometimes pigeonhole other people based on one or two vivid events. Then delegate work the person can do, and provide coaching as the work proceeds.
  • Fear of failure. Many managers are concerned that if mistakes are made, the consequences will be disastrous. Identify the  possible risk with the employee, if the risks are really large, ask that contingency plans to be made. Ultimately, you need to be  willing to take responsibility for your employees’ mistakes on delegated tasks to help them grow and develop.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Purposes of Communication


Communication among individuals and groups is vital in all organizations. The primary purpose is to achieve coordinated action. Just as the human nervous system responds to stimuli and coordinates responses by sending messages to the various parts of the body, communication coordinates the actions of the parts of an organization. Without communication, an organization would be merely a collection of individual workers attending to separate tasks. Organizational action would lack coordination and be oriented toward individual rather than organizational goals.

A second purpose of communication is information sharing. The most important information relates to organizational goals, which provide members with a sense of purpose and direction. Another information sharing function of communication is the giving of specific task directions to individuals. Whereas information on organizational goals gives employees a sense of how their activities fit into the overall picture, task communication tells them what their job duties are and what they are not. Employees must also receive information on the results and their efforts.

Communication is essential to the decision-making process as well. Information, and thus information sharing, is needed to define problems, generate and evaluate alternatives, implement decisions, and control and evaluate results.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Focusing Facts not Opinions


The lure of appearance and the tendency to focus on symptoms and cosmetics is commonly made rather causes and fundamentals. Structured discussion, the sharing of information and knowledge and the application of understanding does not just happen. The board and its members may need to be equipped with the processes and tools to focus upon fact and reality, in place of opinion and assumption.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Transformation into an Enterprise Colony


Modern corporations need to transform themselves into enterprise colonies that can tap, build and realize the entrepreneurial potential within their people. Companies should provide venture teams with development capital, marketing assistance and central services in return for an appropriate equity stake in new initiatives.

Empowerment and delegation are being championed in many companies. But empowerment to do what, and delegation for what purpose? General drives need to be matched with specific steps to promote enterprise and build entrepreneurial qualities.

Confident companies encourage people to better understand their inner selves, and take advantage of their unique qualities and distinctive strengths:

  • They invite suggestions for new ways of exploiting corporate capabilities, and building and delivering value to customers.
  • They stimulate diversity, establish working environments that are conducive of reflection, and introduce ways of working and learning that raise spirits and fire the imagination.
  • They encourage the creation, packaging, sharing, application and exploitation of new knowledge and understanding.
  • They are also prepared to share rewards with those primarily responsible for successful entrepreneurship.

Personal and corporate transformation must go hand in hand. Increasingly, people need to think for themselves and make choices. Many intending entrepreneurs require new skills and knowledge, and specialist support. Many traditional management tools and techniques are simply not appropriate for those who seek both business success and personal fulfillment.

Small and medium sized enterprises (SMEs) and new corporate ventures are the primary source of tomorrow’s work opportunities. In recent years governments and corporate leaders around the world have put a higher priority upon enterprise and entrepreneurship. The aspiration is clear. However, many people lack the competence and experience either to become entrepreneurs, or to manage corporate relationships with them.

Enterprise needs its own entrepreneurs. Slimmed-down organizations require the services of counsellors with the experience, sensitivity and intuition to help others to become successful entrepreneurs, while the resulting ventures will need learning and enterprise support services at various points in the enterprise life cycle.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Creating and Consuming Knowledge


There are far too many passive consumers of other peoples’ knowledge, and unimaginative users of standard tools. To ensure relevance, individuals and teams should be encouraged to develop their own approaches and understanding. Innovators and market leaders move beyond what is generally known or assumed. They voyage into the unknown, discover new knowledge and create additional competencies relevant to the achievement of their entrepreneurial visions.

 

Learning is dynamic. It is concerned with flows, processes for creating new knowledge. In many companies there is an imbalance between the consumption and development of knowledge. People simply draw down an existing supply without replenishing the well. The value of knowledge can rapidly diminish if it is not developed and kept current and relevant.

 

Winners champion knowledge and sharing. Their balanced scorecard assessments embrace learning, intellectual capital issues, and whether knowledge is being appropriately valued and effectively exploited.

 

Ultimately, a company and its people must outlearn competitors. Effective and collaborative learning can require creative combinations of complimentary approaches, environments, processes and technologies.

 

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact www.asifjmir.com, Line of Sight

Behavior of Committees


Committees are formally constituted bodies characterized by periodic, intermittent, or temporary rather than continuous functioning. Purposes for conducting a committee meeting almost always include an objective of gaining or maintaining inter-group coordination and/or cooperation. Staff or subgroup meetings have analogous purposes on the group level of analysis.

 

Committees integrate organizational behavior vertically in the authority hierarchy and/or horizontally across group boundaries. Committees may function primarily as a formal communications medium for one-way dissemination of information from above at one extreme all the way to omni-directional informational sharing (e.g., new projects, problems, etc.) at the other. Two other common committee functions are problem solving (e.g., performing a technical design, cost and schedule feasibility assessment) or decision making (e.g., adjusting and approving departmental overhead budgets for the upcoming three months).

 

There are both advantages and disadvantages to employing committees for any, or any combination, of these functions. The net effectiveness is emergent and is no doubt influenced by the nature of the tasks to be performed, the time available, the people involved, and primary task groups represented as well as other situational factors.

 

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact www.asifjmir.com, Line of Sight

 

The Blind Leading the Blind


Although many consultancies have a public commitment to learning from, and sharing, best practice, this has not stopped some of them, and those who use their services, from jumping at techniques such as re-engineering as if they represent a revelation. This is as if we are into begging, stealing and borrowing like there is no tomorrow.

Mindless copying can result in the spread of panaceas, hype  and misunderstanding, and gives added momentum to the latest craze. While it may be good news for those who ride bandwagon, it is not so hot for those whose toes get in the way.

When external suppliers, such as consultants, do get hold of  a best practice gem, their motivation is often to spread it around their client base as soon as possible. Thus the corporation’s competitive edge can quickly become industry commonplace

Some consultants receive as good as they give. Companies invite various experts to pitch for business and then do it themselves, using the best of the various ideas they have picked up. The learning organization is a voracious and insatiable plunderer and consumer of intellectual capital.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir.

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