Monthly Archive for November, 2009

Career Coaching: Share Power To Get Power

What are you doing on your job that someone else can do just as well or better?
Smart managers who want to keep moving ahead on the career path ask themselves that crucial question every day.
Such an inquiry is the initial step in delegating your smaller, less critical responsibilities to others. Handing off to others those tasks that they can perform as effectively or better than you can is the only way you can gain the time and energy to concentrate on the key tasks that will build your career.
* Review Your Responsibilities
Take a hard look at your responsibilities and rank them according to their importance to the goals of your employer and to your reaching your career goals. As quickly as possible pass off those less imprtant tasks at the bottom of your list or priorities. Concentrate on becoming the best at carrying out your most important assignments.
You will know you are making progress up the career pyramid when you can declare “the only thing I can’t find someone else to do as well or better than I can is organizing and managing the people and resources in my span of control.” (After all, the real definition of management is the ability to accomplish goals through the effective use of resources and the proper utilization of people.)
* No One Likes To Give Up Power
Delegation of responsibilities is not easy. It is even harder to delegate authority. Both acts fly in the face of the temperament and psyche that make strong managers. But if delegation is to work to your benefit, it requires sharing authority commensurate with responsibility. Delegation means accepting the notion that other people need power to get things done.
I’ve never known an ambitious manager who really wanted to give up turf. Most achieving managers have healthy egos. Few take kindly to the idea that other people can do any job as well as they can.
But still they delegate responsibilities and authorities because they know that it is the only way they can grow.
I wish your career success!
Ramon Greenwood, Head Career Coach


Career Coaching:

Understanding the different expectations held by your boss, your direct reports and your peers is crucial to achieving career success.

That’s the word from Bill Neale, a founding partner of Denison Consulting, a firm dedicated to studying the link between organizational culture and leadership to bottom line results.

Here’s a quick summary of research conducted by Denison:

The boss expects you to set and achieve strategy and objectives that support the long-term mission of the organization. “You can be the greatest team player in the world, or a wonderful ‘people person,’ but if you ignore the mission of your organization you’ll never satisfy the boss,” declares Neale.

Your direct reports expect you to promote teamwork, delegate authority and responsibility, as well as encourage personal development to reach career goals. Neale says getting direct reports involved, motivated and committed is crucial. “If you don’t truly engage the folks who work for you, you won’t win a vote of confidence from them, and you’re not likely to fully leverage their energies and talents.”

Peers expect you to be adaptable and consistent, and committed to the organization’s principles and values. Organizational peers are a difficult group to satisfy. “They may have less information about you, or view you as a competitor,” Neale says. “Peers, however, do place a high value on flexibility, the ability to surmount organizational boundaries and constraints, and to push alignment in the workplace.”

Neale says organizations are complex and demanding. Each is unique, so there is no simple formula for assuring personal career success. “If you’re serious about succeeding, however, the first order of business is to become familiar with the various expectations—both spoken and unspoken—you need to satisfy.”

I wish you career success!

Ramon Greenwood, Head Career Coach
Common Sense At Work