Page 9 - 2019 Online Course Catalog

MicroCourses by Topic F11 - Full Screen
or Exit Catalog

Delegation

 Delegating Effectively
Many responsibilities can be delegated. But are those delegations effective? Do they produce the results you
want? Effective delegators carefully match people with responsibility and authority in ways that make the
most of their knowledge, skills, and motivations. And the delegators provide information and support to help
these people be successful.

 Letting Go and Delegating More
You're reluctant to delegate; in fact, you sometimes avoid it altogether. Why? Perhaps you don't want to let
go of tasks and activities you enjoy. Maybe it's the idea of investing time and effort in getting people up to
speed. Or maybe you think it'll be less stress and rework if you do it yourself. Whatever your reason for not
delegating, you'll miss opportunities to take on new, more challenging responsibilities that can grow your
skills and boost job satisfaction. However, if you know how to allocate the right work to the right people, you,
your team, and the organization will experience the benefits.

 Taking your Team to the Next Level with Delegation
When delegation is working for your team, how can you take it to the next level? In this course, you'll explore
levels of responsibility you can delegate to further team development. You'll also learn how to improve your
delegation skills.

Developing Yourself and Others

 Achieving Your Leadership Potential
In today's workplace, keeping up with the demands of the job requires you to change, learn, and grow. Sure,
you have the team, the projects, the deadlines, and the goals, but they don't make you a world-class leader.
Achieving the status of exceptional leader requires so much more—including the time, effort, and motivation
to continue to sharpen your leadership skills.
 Developing Individual Team Members
Some people on your team need development to meet minimum job requirements. Others need to prepare
for future opportunities such as new job responsibilities, upcoming assignments, or a promotion. You can
address both types of development needs with some help from a Development Action Planner, a handy tool
that both you and team members can use to plan a development effort.

 Getting Started as a New Leader
As a new leader, you've been identified as having the potential for achieving great things. You're probably
excited and perhaps a little concerned. That's to be expected. You'll learn about how to address those
concerns and, in the process, start performing your new leadership role with confidence and credibility.

 Strengthening Your Work Group
To achieve peak success, your organization must strengthen the performance of its entire workforce. This
means making people's development a priority. You can help by meeting their practical needs to learn new
skills and knowledge and, at the same time, strengthening your relationships with them by meeting their
personal needs.

 Supporting Developmental Efforts
In today's competitive business environment, each person is responsible for taking his or her own
development seriously. Your job as a manager is to support people as they develop their leadership skills. In
doing so, you play the role of catalyst, energizing and guiding people toward a common goal and making
things happen. For many managers, this role doesn't come easily.

8