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Barriers to effective delegation
Why listening skills are important for leadership
Importance of delegation
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Recommended: Barriers to effective delegation
Overview
Good Morning! We are here this morning to focus on why it is important to delegate and empower our employees. As leaders in the Weapons Systems Division, each of you have a leadership roles based on your positions that will require your attention in several places at one time…and since no one can do it all, you need to delegate and empower to foster a positive and productive working environment (Bell & Bodie, 2012; Bell & Smith, 2010; Dewettinck & van Ameijde, 2011; Freedman, 2012; Lornikova, Pearsall, & Sims Jr., 2013; Luciano, Mathieu, & Ruddy, 2013; Martin, Liao, & Campbell, 2013; Proenca, 2014; Sohmen, 2013; Urbancic, 2011; Zhang & Bartol, 2010).
In your positions, as empowering leaders, you each have a critical role in team developmental by influencing your team’s processes and environment (Lornikova et al., 2013). As our previous mentoring session identified, if you cannot listen effectively, you will miss critical instructions, mislead guidance, make less informed decisions, and hopefully never implement the wrong policies; if you don’t also empower your subordinates and delegate appropriate authorities, you can miss the opportunity to translation of the A4/7’s vision into reality (Sohmen, 2013).
Let us get started with the main purpose we are gathered her today.
Great Leaders
This is not a new concept…as you can read, great leaders identified why it was important to delegate and empower subordinates. Each of these leaders accomplished significant events in their lives that impacted everyone.
Subordinates do unmistakably differentiate between empowerment and abandonment and based on the perception of leadership styles you, as the leader, strongly influencing the level of empowerment or abandonment (Lucian...
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...56(5), 1372-1395. doi:10.5465/amj.2011.0113
Proenca, J. (2014). Perceived organizational support as a moderator of empowerment practices.
Academy of Business Research Journal, 1139-153.
Sohmen, V. S. (2013). Leadership and Teamwork: Two Sides of the Same Coin. Journal Of
Information Technology & Economic Development, 4(2), 1-18.
Urbancic, F. R. (2011). Seven keys to effective delegation. Internal Auditor, 68(2), 18-19.
Zhang, X., & Bartol, K. M. (2010). Linking empowering leadership and employee creativity:
The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53(1), 107-128 doi:10.5465/AMJ.2010
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Zhang, S., Tremaine, M., Milewski, A., Fjermestad, J., & O'Sullivan, P. (2012). Leader delegation in global software teams: occurrence and effects. Electronic Markets, 22(1), 37-48.
Ramsey, R. (2006). Lead follow or get out of the way: How to be a more effective leader in
Northouse, Peter G. Leaderhip Theory and Practice. Ed. Fifth Edition. Thousand Oaks, CA: Sage Publications Inc, 2010.
“A manager manages using authority-or the right to get others to do things by virtue of their positional power. While a leader leads through the ability to influence other people to do things using a certain degree of personal power or charisma” (McLean, 2005, p. 16). By definition, leadership is about influence. Therefore, it is impossible to discuss the theme of leadership without including followers or to try to explain the idea of team building without explaining the influence of a leader. While each concept is unique, both have a direct affect on the other. A leader is not a leader without someone following him or her and a team will always develop a leader whether indirectly or directly appointed. However, leadership and team building are much like the preverbal chicken and egg; and many theories have developed over several years trying to explain the influence on each other and the successful development of teams and leaders.
Many organizations today place multiple demands on its leaders to provide vision, initiate change, and make difficult decisions when necessary. In order for leaders to handle these demands, leaders must be able to be flexible and most importantly be able adapt to change. Having strong leadership skills and a sense of direction are part of the trades that successful businesses seek in a leader. Therefore, it is important for leaders to engage effectively with their subordinates in order to build commitment, in order to motivate and improve the quantity and quality of their work. Good leaders will find innovated ways to motivate their staff using a variety of skills whether it is through training or experience, which will help to accomplish a common goal.
Lord, R. (2000). Leadership. In A. E. Kazdin (Ed.), Encyclopedia of psychology, vol. 4. (pp. 499-505). Doi:10.1037/10519-216
The next chapter in part two is, “David Doesn’t Delegate”. This chapter highlights an experienced manager, David, who is an ineffective delegator because of his immunity to delegating. When a leader has a staff that they supervise one would think they would relish the power to be able to delegate. Delegation takes some of the responsibilities off the plate of the leader. However, the authors admit that leaders often say their goal is
Delegating tasks is one area that I must work on in my leadership skills. When a leader cannot delegate task appropriately, this can lead to their downfall. My action is to learn more of the reasons why I chose not to delegate tasks. When that piece is understood, I can then move forward in correcting and adjusting my delegating. The employee specialist along with the Vice President of Nursing give me projects where delegating is necessary. They both follow these projects closely and challenge my moves of when and what I delegate and to whom those tasks are delegated to. Attending a seminar on delegation is also in my action
Unfortunately, being inspiring to employees is not enough. These situations occur when employees face challenges in accomplishing goals. In such situations, a leader needs to exercise power and influence to push forth the desired goals. While the course identified five sources of power, I believe only three should be considered for an effective leader. The first is legitimate power (6), which is often considered the first source of power in the organizations I have worked in. The source of power comes...
Walesh, S. G. (2012). The leader within you: Let it come out!. Leadership & Management in
A leader needs to impart in a way that makes individuals feel what they have to do. As a leader of
Although some people treat the term's "manager ship" and "leadership" as synonyms, the two should be distinguished. As a matter of fact, there can be leaders of completely unorganized groups, but there can be managers, as conceived here, only where organized structures create roles. (Main, 1987) Separating leadership from manager ship has important analytical advantages. It permits leadership to be singled out for study without the encumbrance of qualifications relating to the more general issue of manager ship.
The leadership style combination between autocratic leadership and empowerment leadership would give the futuristic cutting edge per se, to create a diversified ultimate decision making policy. Autocratic leadership, which is a style that leaders who make decisions on their own without consulting employees enjoy and empowerment, which is a practice in which managers lead employees by sharing power, responsibility, and decision making with them (Boone, L. E., & Kurtz, D. L. 2009 p. 260-270). This mixture creates responsibility and accountability. If the leader is made to lead then, in return they will make certain key decisions based on experience, proven results and a “pocket” of advisors that will guide them based on their on comprehension of the field along the way. This creates a “hierarchy” which is necessary to let the employees who are coming up on the ladder to have a cause and effect “history” so to speak, for many different common and uncommon situations to use in the future.
Leading through followership of mentors shows that above all, followership is more important than leadership. The lessons learned from role models ultimately sets not only the mentee on a path towards success, but the organization as well. In reference to being a professional Airman and a transformational leader as mentioned in paragraph two; traits, skills, and characteristics are passed down from the predecessor. The successor will then gain the courage it takes to stand up for what is right and speak on their mentors direction and adapt it as their own.16 The acquired knowledge through following mentors dynamically and effectively mold mentees into leaders, which in turn establishes confidence needed to master tasks and leadership when confronted with organizational challenges.17 Everyone faces challenges and is a subordinate to someone else.18 What a person experiences will be the cornerstone he or she refers to when leading subordinates.19 “After all, even the greatest of military leaders must start at the bottom. We must learn to follow before we can lead.”20
Lussier, R.N. & Achua, C.F. (2010). Leadership: Theory, application, skill development (5th ed.). Mason, OH: South-Western.
So psychological empowerment measures the extent to which employees perceive they are allowed to use their own initiative and judgment in performing their jobs (Hartline and Ferrell, 1996). In sum, psychological empowerment reflects an active orientation to work, and pass on the notion that individuals not only want to, but are able to, shape their work role and context. Psychological empowerment is a process because it begins with the interaction of one’s personality characteristics within the work environment; then the interaction of environment with personality shapes the empowerment cognitions, which in turn motivate individual behavior (Spreitzer, 1995). Each dimension of psychological empowerment dimensions will be discussed with coming