Any group functions better when individuals feel empowered, and knowing how to delegate can be a vital part of that empowerment. Participants can learn how to groom and develop their people through delegation and finding out the difference between being a manager or a coach. A nationally-recognized Situational Leadership® model is used to help managers find out the best way to balance support vs. direction. Participants can also examine how they interact, and how they can be more effective as group leaders.

• Gaining Power and Letting Go: There are specific steps for effective delegation and finding out how others can take on tasks effectively, freeing up managers for more long-range planning.
• Developing a Conducive Environment: Examine the “Circle of Influence” and the “Circle of Control” to develop a more proactive environment for all.
• Knowing What to Delegate: Not all tasks are suited for delegation to others. Determine the goal in delegating for a given project, then use a task analysis to decide how to delegate, who’s the best fit for a given task, and making sure of good outcomes.
• Recognize Different Skill Levels: Find out your members’ strengths and weaknesses, and delegate accordingly. The Situational Leadership® model can help you recognize who’s the best for a given task.
• Adapt for Each Situation: Learn how to get the best out of your people by deciding when to be more supportive, or when to be more task-focused.
• Use Effective Delegation and Coaching Skills: Proven methods can help your staff become more self-sufficient – explore specific steps to make delegation work for you.
• Develop Stronger Leaders: Through their roles as managers, team leaders can learn how to capitalize on individual strengths and build leaders by assigning tasks that set them up for future growth.