Tag: Talent Management

Recruitthebest Daily Digest- What Successful Leaders Know That Others Don’t

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning Report

They know That:

‘Leadership begins with a need, not when someone wants to fill an empty leadership position.’

‘If you want to make an impact in the world, you must be able to influence people.’

‘If you focus your attention on a need that speaks to your heart, make the most of your abilities, tap into your passion, and develop influence, you can become a leader.’

‘You need to earn trust before people will buy-in, and you must earn it through character and competence.’

‘Crisis holds the opportunity to be reborn. Difficult times can discipline us to become stronger.’

‘People need to be reminded of why they are doing what they do, and of the benefits that awaits them as a reward for their hard work.’

‘If you go into leadership with the motive to serve others, the team, and the organization, it will be hard for you to go wrong.’

‘If you want to be the best leader you can possibly be, no matter how much or how little natural leadership talent you possess, you need to become a serving leader.’

‘Good leaders think outside the box and help the team break through barriers and cover new ground.’

‘If you want to become a better leader, become willing to make tough choices and uncomfortable decisions.’

‘There is no downside to adding value to people.’

Source:

John C. Maxwell (2014). Good Leaders Ask Great Questions: Your Foundation for Successful Leadership

7 Reasons Why Managers Don’t Like To Delegate

by Bright Osadiaye, posted in Talent Management
Woman Touching Blue Sticky Note
Photo by Rawpixel.com on Pexels.com

You cannot do everything. You need to delegate responsibility to other capable people working for and with you. Great leaders know how to use delegation of responsibility to get things done in their organizations. Delegating tasks to other people working for and with you gives you time to think, reflect, and plan.

When you delegate responsibility to others, you have given them the opportunity to grow, to think, to reflect, to stretch, to make decisions, to take risks, to explore, and to be a part of something bigger than them. But when you fail to delegate responsibility to others, you have widen the distance between you and your employees.

Whether you are a manager or not, delegate responsibility to others working or living with you. Don’t abandon them with the project, always check up on them to see how they are doing. Don’t assume they are doing well, go and see it yourself.

“When you delegate responsibility to others, you have given them the opportunity to grow, to think, to reflect, to stretch, to make decisions, to take risks, to explore, and to be a part of something bigger than them.”

Here are seven reasons why managers don’t like to delegate responsibility to others:

  1. They think their people are not qualified to do the job
  2. They can do it
  3. They don’t want to look stupid in front of their boss
  4. They want to protect themselves
  5. They want to show their boss that they are ready for the next level
  6. They are insecure
  7. Their people can do it, but they don’t want to

Delegating responsibility to others allows you to focus on more important things in the organization or in your department.