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Coaching and Learning How to Delegate

Coaching and Learning How to Delegate

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I have worked with dozens of CEOs over the years and one of their main complaints is that they never seem to have enough time. Their list of important things to do never gets any smaller. In any company, the CEO’s to do list has the potential to grow infinitely.
I have worked with dozens of CEOs over the years and one of their main complaints is that they never seem to have enough time. Their list of important things to do never gets any smaller. In any company, the CEO’s to do list has the potential to grow infinitely.

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Published by: Dr. Earl R. Smith II on Nov 29, 2008
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06/05/2010

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Coaching and Learning How to Delegate
By Dr. Earl R. Smith IIDrSmith@Dr-Smith.comwww.Dr-Smith.comI have worked with dozens of CEOs over the years andone of their main complaints is that they never seemto have enough time. Their list of important things todo never gets any smaller. In any company, the CEO’sto do list has the potential to grow infinitely. However,that it will is not a certainty. It depends on your abilityto delegate and to choose the right people todelegate to.If you are facing this situation, it might be high timeto hire a coaching! As a senior executive or CEO, your main functionincludes holding the company’s vision; inspiring your seniormanagement and your staff; fostering key relationships withcustomers, vendors, investors and the public. In order to do these jobseffectively you will need to let go of other projects such as productdesign, hiring, sales, and many of the other hats that you have wornfor your company in the past. In short, you must cease being the ‘Chief of Everything’ and instead become and focus on your role as CEO.Although most CEOs do know how to delegate, they are often take arather casual approach to deciding what jobs should be delegated. They also tend to be opportunistic when selecting which task todelegate to which employee. They often end up delegating the projector task to the wrong person. Some other CEOs are delegation-averse. Ihave worked with CEOs who just could not bring themselves to let goof certain tasks. One insisted on reviewing and approving all the travelexpenses. Another was always getting involved in personnel matters. Athird insisted on managing the quality control protocols within thecompany. None of these was a good use of the CEO’s time - and someof them were downright counterproductive. A good executive coachwill help you sort things out and delegate more efficiently.A coach will help you identify your highest value contribution to yourcompany. The basic question is which one generates the most revenue,profit, and/or market share? Remember, your greatest contribution as aCEO is in mobilizing the forces around you: your senior managementand your employees. Everything else is secondary to that in terms of impact. A coach will help you delegate those tasks, which take yourtime away from that high-impact work, and help you delegate them insuch a way that they are done right and delivered on time.
 
An experienced coach is one who has been down the delegation roadmany times before and can teach you the right approach because of that experience. Working with a coach will help ease your fear of delegating responsibilities. The truth is that, if you do not delegate,then the growth of your company will be blocked.Over the years, I have seen many negative consequences of a CEO’smeddling involvement in the day-to-day operations of their company.Decisions are differed because the CEO is away at a sales call.Managers who should make decisions hesitate to do so out of fear of being second-guessed. A company faces serious staffing issues butnew employees cannot be hired because the CEO has failed to sign off on their new hiring contracts and is currently at a meeting. The mostcommon negative consequence is probably when negotiations on animportant contract are held up because the CEO has had to travel outof town for a conference. The tendency to micro-manage is a suresignal that the CEO either does not know how to delegate or does nottrust the people who should actually bear the responsibility for gettingthe work done.As the CEO, you may be limiting the success of your organizationsimply because you feel that you have to be involved in every minutiaof the business. I have had clients that struggled to accept this idea -some of the work we did together was hard on them. However, in theend, they all accepted the need to delegate and that acceptancealways had a substantial and positive effect on their company and itsfortunes. Remember that the greatest advantage that you have as aCEO is in leading your company. Concentrate your time on that andsuccess will surely follow.If you area a CEO facing the delegation challenge or want to knowmore about my coaching services,send me an e-mail and we will arrange a time to talk.~~~~~~~~~~Related Articles:

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