Making it happen – leadership qualities, delegation and dealing with conflict
Your development with the appropriate leadership qualities is very important.
Leadership style and leadership qualities are vital to your business. It is, however, not as critical if you are happy for your business to remain small. If you want to continue to concentrate on the daily ‘nuts and bolts’ without worrying about personnel management issues, your leadership can rely on you being “the boss”.
If you expect the business to grow, however, you inevitably have to employ people, and the ability to lead and to manage people more than effectively will be critical.
We train leadership skills either on a one to one/monthly or intense basis for managers and bosses or if you have several managers we can deliver to you as a workshop internally with your company.
We can also deliver in a location where more than one business that wishes to gain from the experience of these workshops. This allows everyone to benefit from the networking experience that inevitably comes with these types of local or national workshops.
- Plan and manage the task, the team and the individual
- Describe a model for change
- Suggest ways of dealing with conflict, and building trust and commitment
- Act as a role model
A Model for Change Management
- Defining the reason for the change
- Analysis of the current situation
- Vision for the future
- How will the change affect us?
- What will drive the change?
- Who will drive the change?
- How will the change be communicated?
- What are the implications for the people?
- What are the implications for the organisation?
- Have the changes improved the original situation?
Managing Change & Conflict
The leadership qualities and skills you have developed, i.e.
- Giving direction
- Planning and managing
Are the same skills that you need to manage change and any conflicts. This process will provide a useful checklist for you.
Seven Steps to Effective Delegation – do you really want to/can you?
Delegation can be risky and nerve-wracking if done badly, because you may find that you don’t get the expected results. However, by following the steps outlined below, you can usually ensure that you will achieve the successful, desired results, and both you and your team will be satisfied with, and empowered by, the process and results.
- Define your desired results
- Select an appropriate employee
- Determine the “level” of delegation
- Clarify expectations and set parameters
- Give authority to match the level of responsibility
- Provide background information
- Arrange for feedback during the process
The “level” of delegation referred to in Step 3 relates to the amount of decision-making authority the person will have.
Here are 7 options to consider for the level of delegation:
(Recommend the action you think should be taken)
Wait for my approval (Realisation)
Gather information about the pros and cons of different options (Observation)
Give me several possible alternative actions and recommend one (Collaboration)
Take action, but report back to me when you do immediately (Evaluation)
Take action, and only report back to me on agreed levels/elements of the task (Evaluation)
Take action, and report back to me with suggestions for improvement or change (Evaluation and Collaboration)
Take action independently. No need to report back. (Delegation)