Context sharing of the manager, manager’s manager and so on…is sharing the frame of reference with the person being delegated the task. By setting this frame of reference it allows people to see how their work fits into the bigger picture.
These are all summed up in a need for opportunities for Self-Development. The challenge is what is said, and what is thought, and what is practices and rewarded are all very different.
Planning is toted as one of the most important things that Teams and Managers do and I still see many people who really suck at it! Why?
Because they are poorly constructed and STOP at Goal Setting.
Mentoring vs. Coaching. Both functions are necessary in a successful organization and team. However often times both (mentoring, coaching) fail because no-one is accountable for doing it.
In order to maintain top talent; ALL LEADERS MUST mentor and coach. In order for work to be successful people have to continually move towards their potential capacity. This can only happen with mentoring and coaching.
Managers are evaluated on their ability to achieve goals. The foundation of EVERYTHING within your team returns to the the managers ability to plan how to achieve these goals.
More complex goals will require delegation to subordinates to complete tasks within the larger goal. Effective managers have discussions and a method for delegating;
Can you answer these questions;