This fourth and final “Delegate to Accelerate” recording addresses how to empower your people and monitor their progress to ensure a delegated project is completed properly.
We cover these topics:
Granting authority
Learning to trust others
Being prepared to assist
Monitoring progress
Correct or redirect as needed
Listen in to the below recording to learn more and to bring yourself that much closer to true acceleration!
This third “Delegate to Accelerate” recording (first can be found here; second can be found here) addresses how to plan the delegation process to ensure its success.
We cover these topics:
Why we need to develop a delegation culture
How to decide what to delegate
Building others’ skills and efficacy
Be clear on tasks and outcomes
Listen in to the below recording to learn more and to bring yourself that much closer to true acceleration!
Oh, and by the way, I mention a special offer in this video that you don’t want to miss!
Read MoreThis second “Delegate to Accelerate” recording (first can be found here) addresses who we should be delegating to and how to get them up to speed so that we can trust them to do the job right.
We also address what to do if such a person is not presently employed by you.
Listen in to the below recording to learn more and to bring yourself that much closer to true acceleration!
Read MoreDo you want to learn how to delegate so that you can accelerate your business and life? Well, this is the place to be!
This first “Delegate to Accelerate” recording addresses key elements of delegation, including…
what delegation is… and what it isn’t
what to delegate… and what not to
my own “Delegate to Accelerate” journey
the “Delegate to Accelerate” journeys of two of my clients
Listen in to learn more and to bring yourself that much closer to true acceleration!
Read MoreI am so excited to report back on some of the survey feedback I've been getting for my upcoming "Delegates to Accelerate" Masterclass. The feedback has been incredible. So many of my friends and connections - thank you if you are one of them - for taking the time to complete the survey, and just to answer a few critical, though simple questions about delegation. One question was, what is your biggest challenge? And we all have challenges when it comes to delegation. So what is your biggest challenge? And what must this Masterclass include if it's going to be most impactful for you? What questions, what concerns, what issues must it address for it to really deliver? So even though it's dreary outside, you may be able to see behind me and you kind of hear the rain coming down and all of that, I am juiced. And I want to share this with you.
Read MoreMy "Let It Go" video post got such a powerful response.
I think it's because there was a rawness to the message.
The idea that we could be hurt and hurt in serious ways and it's really up to us to decide how we want to move forward.
Many of us hold onto things and we just have a hard time relinquishing the pain because we feel that if we let it go somehow that's going to vindicate the other side. And we need to remember that letting it go is primarily for us.
Because if we let it go, then we can start to heal, and we can start to move forward. We can start to think differently about what occurred and what our future holds for us.
Read MoreOne of the most important elements of a successful business or team is its culture. A culture is the environment that surrounds you all the time. It encompasses the shared values, attitudes, standards, and beliefs that characterize members of an organization and define its nature.
Cultures do not develop on their own. They result from conscious decision making and behaviors which, when repeated over time, become expected norms for those operating within that space, whether it’s a community, a sports team, a place of worship, or a place of work.
Corporate or organizational culture is rooted in the business entity’s goals, strategies, structure, and approaches to its work, customers, investors, and the greater community. Of course, there are many different kinds of workplace cultures, including innovation, transparency and empowerment.
Read MoreI know that it’s not easy. I have struggled with these feelings plenty myself and sometimes still do. But I also know that it can and should be done, for you more than for them. Below are some strategies that can help.
Accept what is, then let go – The past is called that for a reason. We can’t change it, no matter how much we want to. So there’s no point in reliving it. The sooner that we recognize that the faster we will come to a better place.
Recognize the Divine Element – Just because we don’t like what happened does not mean that it was not meant to be. We may not ever find out why losing that potential spouse, that job, that money or something else was in our best interest. But our belief in personal divine providence tells us that the outcome was nonetheless preordained.
Own your portion – While you may not have deserved the hurt you experienced, there may have been a part of the hurt that you are also partially responsible for. Ask yourself what you could have done differently and commit to that behavior moving forward.
Today is a fast day on the Jewish calendar.
While in a sense that’s probably a good thing (I’m probably not the only one who overate on Rosh Hashana,) it presents a challenge for those who seek to get things done after two days out of the office.
On days like this, it’s easy to make excuses.
“I can’t get much done,” we say, “when I can’t eat.”
Of course, we don’t need fast days to find excuses for a lack of productivity or performance.
“I won’t get much done if I spend all day in traffic.”
“The weather is really crumby and is affecting my mood.”
“Jane is out again. There’s no way that I can make up the slack.”
“Without their advertising budget, we simply can’t match their market reach.”
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