Get Certified for Operational Excellence’s Post

💭 👉 The best way to understand the 𝙋𝙧𝙤𝙗𝙡𝙚𝙢, 𝙂𝙤𝙖𝙡, 𝙖𝙣𝙙 𝘾𝙧𝙞𝙩𝙚𝙧𝙞𝙖 is to break it down into 3 easy-to-follow steps. ➡️ 𝗦𝘁𝗲𝗽 𝗢𝗻𝗲 You have a problem or an opportunity when the problem is defined and you understand where it comes from. ➡️ 𝗦𝘁𝗲𝗽 𝗧𝘄𝗼 You must set a target or a goal, this is done to ensure that the person or the team that is receiving the delegation understands what you would like them to achieve. ➡️ 𝗦𝘁𝗲𝗽 𝗧𝗵𝗿𝗲𝗲 When you have specified the PROBLEM and GOAL it’s time to specify the CRITERIA to which the team has to apply. Criteria specifies in what way the problem has to be solved.

The three biggest delegation secrets (number 3 will not be popular): 1) Delegate the fewest number of the largest things you can - gather related topics together and delegate them as a whole; 2) Delegate responsibilities not work - make someone responsible for delivering a result, not completing a project; and 3) Delegate unfairly - give your best people the biggest opportunities, the most important work, and the most support and resources. Your job is to build a team that delivers outstanding results. Your biggest lever to do this is your best people. Use it.

I hope in my tenure, any team I am asked to lead will understand these key metrics: 1. When to Call a meeting: We often delay collaborative work because we dont want to disturb people's comfort. CALL THAT MEETING. 2. When to Escalate: Perception and trust are everything. Keep stakeholders close and informed because they become your sponsors in rooms you don't have access to. 3. When to Call It: Whether it is the relevance of a recurring session, the go-or no-go decision...your conviction of when to call it helps with your number 2. 4. Learn and Grow: Learn from the stimulus around you. Allow assignments to grow you substantially...and then brag about it by actually being the next level version of yourself.

Learn to delegate like a PRO! When you delegate tasks, you free up valuable time and energy to focus on what truly matters. Whether it's work projects or personal tasks, having a support system in place can make all the difference. Tag someone who's great at delegating or needs a reminder to start! To get started, schedule a discovery call today! https://hubs.la/Q02x4VDx0

The last eight weeks have been a blur and as I sat down to catch up on a few things I realized I hadn't shared the final the three D's. I'm not sure if anyone has been anxiously awaiting them but here they are: Delegate- As people and processes become clearer in the new organization it will be important to focus your efforts on high impact activities. It will become clear who is available and capable to be delegated to for tasks that are important but are not part of your new focus. It is easy to be drawn to what you are most comfortable doing, or most familiar to your previous role. In order to maximize the outcome for your current role it is imperative to delegate wisely. Deploy- The culmination of the meetings, notes, and emails is a strategic plan that needs to be deployed. It will include processes, procedures and personnel that are integral to carrying out the new mission. A consistent pulse check will aid in the success of the deployment. Deliver- You were brought to the new organization for a variety of reasons: to increase efficiency, reduce costs, expand markets, grow the brand. The final D- deliver- is your chance to show that they chose the right person. Pulling from all the other D's you can be confident you have put every effort into ensuring the expectations of your superiors will be met. I hope this has been helpful. I've lived the process again as I have been sharing. It is rewarding to say that it has worked again. The 9D process has led to the desired outcomes that I was challenged to accomplish. Now it will be important to maintain the focus on the new direction and maximize the potential of the groundwork that has been laid. Enjoy the ride!

Feeling overwhelmed by your to-do list? Master the art of delegation and take back control! 🚀🙌 Delegation isn’t about offloading work—it’s about empowering others and maximizing efficiency. Knowing when and how to delegate can make you more productive and strengthen your team. Delegation is NOT about: • Dumping responsibilities carelessly • Micromanaging every detail • Avoiding accountability • Handing off tasks without support • Fearing that no one else can do it as well Delegation IS about: • Trusting and empowering capable people • Giving clear instructions and expectations • Freeing up your time for high-value activities • Allowing others to develop and grow • Balancing oversight with trust Want to reduce stress and boost productivity? Learning to delegate effectively will elevate your impact. → You’ll focus on what matters most. → Your team will feel more trusted and engaged. → You’ll achieve more in less time. Start practicing delegation today and see the difference it makes! Question: What’s the hardest task for you to delegate, and why? Let’s discuss below! 👇 ♻️ Repost to help others learn the art of smart delegation!

Good morning‼️ HAPPY FINISH STRONG FRIDAY‼️ Never let anyone tell you you can’t reach your goals ☀️”PLAN AHEAD” and you will reach and achieve whatever goal you have‼️ P: Predetermine your course of action L: Lay out your goals A: Adjust your priorities N: Notify key personnel A: Allow time for acceptance H: Head into action E: Expect Problems A: Always point to your successes D: Daily review your progress

“Picture this. I am your supervisor, and I walk over to you with pencil in hand and tell you to take it. You reach for the pencil, but I won’t let go. So I say, ‘What is wrong with you? Why can’t I delegate the pencil to you?’ “ — Andy Grove Read “How to Delegate Effectively: 5 Steps to Let Go of Control and Start Doing More“ by Vinita on Medium: https://lnkd.in/gCa4PaRx

To all the managers and potential managers out there I want to extend to you these powerful tips and practices on how to be a better manager. Enjoy, and remember growth is not the goal it's a daily practice and "feedback is the breakfast of champions". https://lnkd.in/eqxixq7i