Develop when the person:<ul><li>Has extensive experience</li><li>Has demonstrated evidence of competency</li><li>Has experienced similar clients or task sensitivities</li><li>Is growing new competences</li><li>Is trying new approaches</li></ul>

Develop when the employee has high competence and high commitment

Delegate when a person has: <ul><li>Some experience in the role </li><li>A track record or competence </li><li>A sensitive task or client Confidence in their abilities Similar ways of working</li></ul>

Delegate when the employee has moderate to high competence

Direct when a person: <ul><li>Is new in a role </li><li>Is new to the company </li><li>Is new to the client/customer </li><li>Has new job responsibilities or tasks Has new ways of working</li></ul>

Direct when the employee has low competence

Have you ever wondered why the head of a baseball team is called the manager and the head of a basketball team is called the coach? (These are the kinds of things I sometimes ponder on long airplane rides.) The answer has to do not just with the obvious differences between [...]

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Direct when the employee has low competence

Know When to Manage and When to Coach

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Bite-sized knowledgeto upgradeyour career

Direct when the employee has low competence

Know When to Manage and When to Coach

IDEA ABOUT

MORE LIKE THIS

Team Management Skills: The Core Skills Needed to Manage Your Team

6 Leadership Styles And When You Should Use Them

Let's stop calling them 'soft skills'

It's time to

READ

LIKE

A PRO!

Bite-sized knowledge
to upgrade
your career