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3 Things Highly Successful People Want You To Know

3 Things Highly Successful People Want You To Know

It’s great to have ancestors and already successful people to guide us and share their advice on success. Imagine having no one to rely on, or worse, nothing written to lead us to something we all strive for – success. It would be a total disaster.

However we (the new generation) rely on the beautifully combined technology called the Internet, and we can connect and find every sentence ever said or written by the successful people. Just the fact that we can read about other people’s success can make our way much easier.

I’ve found three things highly successful people wish they knew earlier and shared their words with the world, hoping to ease the way of many young and mature people who try to break their way through and find the authentic way to success.

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1. “Always be authentic and true to yourself and your beliefs” – Kay Krill, president and CEO of ANN Inc

“The advice I would have given to my college self and any young person entering the workforce today would be to always be authentic and true to yourself and your beliefs. Do not get sidetracked with advice from others that your gut tells you is wrong. By doing this, you will have the clarity of mind to always do the right thing for the business and for yourself.”

We would have to be true to our consciousness all the time. No advice from other people, no fake beliefs and no sidetracking. You know what’s best for you. Keep doing that because other people might know what’s best for them, but your vision and beliefs differ. Share your uniqueness in your own way; don’t let other “guts” take over yours.

2. “Don’t wait for doors to open. Open them yourself” – Denise Morrison, president and CEO of Campbell Soup Company

“If I could give my younger self career advice, it would be this: Don’t wait for doors to open. Open them yourself by being persistent and thinking strategically about your career. Plan your career destination, develop a personal mission statement, and build relationships with sponsors and mentors.

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“And above all, network, because networking is working. Your ability will only take you so far. Your relationships will take you the rest of the way.”

Open your own doors. Don’t wait for the automatic sliding doors to open. There is no such a thing in the real world. Work hard and think about your career, upgrade, and take action. Networking is the new way of connecting with people out there. You can’t present your vision only by yourself. You’ve got to find your own ability, build relationships around it, and the path will take you the rest of the way.

3. “Follow your purpose and passion” – Kat Cole, president of Cinnabon

 

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“What I wish I would have known is that everything will change and eventually work out in your career when you follow your purpose and passion. Don’t get too caught up in the ‘plan’ that you have.

“As a mentor once shared with me, especially when you are young, each career move and choice you make won’t be your last, and you can always course correct, so don’t waste too much time overanalyzing the next few steps. Take a risk, be the best at the job that you can be, help others along the way, and the next right thing will present itself.”

Following your purpose and passion is a must. What Kat Cole’s mentor was trying to say is that we need to do things related to our passion or purpose and the way will reveal itself. We all think we have “the big mastermind plan” that is going to be a success, but it doesn’t always work out that way. Don’t get caught in the fantasies of your perfect plan, just take some steps forward and don’t overanalyze the next ones.

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Pursue your passion with a passion! Be persistent and don’t let anyone or thing distract you from your mission.

Featured photo credit: Called to Serve / Jeremy Hall via flickr.com

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Last Updated on October 14, 2020

Delegation of Authority: The Complete Guide for Effective Leaders

Delegation of Authority: The Complete Guide for Effective Leaders

Do you absolutely hate failing? You’re in luck because, today, you’ll learn the art of how to tackle failure in your work life. The magic trick is called delegation of authority.

Failure is often a result of excess burden. When you take on more than you can handle, you are unable to perform well, even if you have the expertise to do it perfectly. It’s demotivating, a waste of time, and extremely annoying.

Let’s take a deep look into the delegation of authority to figure out how to make the most of it.

What Does It Mean to Delegate Authority?

Delegating authority is neither magic nor rocket science. It is exactly what it means: division of workload and distribution of power.

Now, this is where most superiors get worried. They misunderstand the idea and believe that distribution will take away their authority.

However, the division and distribution of authority are like giving the entire team autonomy over their own job, but their control is limited to just that.

The superior still has supremacy over all the employees.

Authority delegation minimizes the workload of the superior. This work is broken down into smaller tasks and spread out into a team so that every member works simultaneously to finish the project in a shorter time.

3 Elements of Delegating Authority

The delegation of authority has three elements:

1. Assigning Responsibility

This is the first step in the process. A person who is in charge, such as a manager or a team leader, assigns other team members certain tasks that have to be completed in a given period. Of course, this is only possible if the superior has more control and authority in the work environment than the subordinates.

2. Granting Authority

The next step is to give the subordinates enough authority and responsibility for them to complete the task and act independently.

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So, let’s say you are a supervisor who allocated one person in your team to do a certain task. This assignment will be useless to you if the subordinate has to come to you every step of the way to get permission and signatures required to fulfill the allocated job.

Unless you’re giving authority, you aren’t delegating. Instead, you’re only assigning a task, and that won’t bring you any benefits.

Also, granting authority puts the subordinate in charge. This person is now responsible for doing what they’re assigned, however they like. It’s up to them how they tackle obstacles. All that you as the supervisor should be concerned about are the final results.

3. Maintaining Accountability

There’s always a risk that some team members may not act responsibly, especially when they have been given authority over the assigned task. This is why you have to make every employee or team member accountable through some rules and regulations.

The superior must always have the right to ask the responsible person about their task[1]. Creating an accountability culture in a company is important, and accountability goes upwards in the hierarchy of a work environment. Never offer any leniency in this regard if you want to ensure quality outputs.

This step of giving and receiving feedback helps improve the future work ethic immensely.[2]

Effective delegation of authority

    Why Is It Important to Delegate Authority?

    Many times, superiors take on all the duties because they have a hard time trusting someone else to do the job as well as they would do themselves.

    That’s a valid concern, and it may keep you from getting the most out of authority delegation.

    But, with this risk comes a long list of benefits. It is actually important to delegate authority for the betterment of your organization and team.

    Superiors Can Perform Better

    The most important benefit of delegating authority is that the manager divides authority and gets the time to do their actual job.

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    As a supervisor, your first duty is to maintain the flow of your team. With your workload minimized and more time at hand, you can pay attention to the minor details.

    It gives supervisors the time to look at the more important stuff. Simultaneously, they get a chance to test which team members are most efficient. In case of any problem, the delegator has enough room in their schedule to sit down to figure out a solution.

    All in all, it leads to a more efficient performance from the supervisor’s side.

    Subordinates Learn With the Flow

    With a degree of authority in their hands, the subordinates begin to feel useful and important. This feeling is the most important route to improvement.

    As your subordinates work independently, they not only improve their existing skills, but they also perform better. Since they are ones in control, they are the only ones accountable for everything they put on the table. This sense of responsibility provides the mandatory boost of motivation[3].

    Moreover, with the delegation of authority, the superiors and subordinates work on the same level to a certain extent. This allows the team members to learn from their supervisors while also polishing their knowledge practically.

    Leads to Better Relationships

    If you’re in charge of any team, work as a manager, or own an organization that you run, you already know why employee-employer relationships are vital.

    The same applies to every workgroup.

    So, even if you’re just one small group of 5 people in a multinational organization, the rules are coherent.

    By letting go of some responsibilities and giving individuals a chance to grow, you’re spreading positive work vibes. It all works in a cycle where you give the team some authority, they feel important and outperform, your trust in them strengthens, and you continue to delegate authority moving forward.

    5 Tips to Delegate Authority Effectively

    There is a whole mechanism that supports the delegation of authority.

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    If done right, this concept has numerous advantages. However, the key is that it’s done right.

    1. Choose the Best Person

    It’s not easy to trust another person to do something that you would have preferred to do yourself. That is why it is crucial that you only delegate a task to someone that you have full faith in.

    The easiest way to do this is to pre-asses every team member’s skills and qualities. In your mind, have a clear idea of who does what best. So, if there is one particular individual who excels at technology, you will know where to go every time there’s a job related to that skill.

    Once you’re satisfied with who is in control, more than half of the issue is resolved and things will most likely go smoothly.

    2. Offer Enough Autonomy

    One huge mistake you may make is to break down tasks too much.

    Let’s say your team of 10 people has to arrange an office party for 100 people. You have to manage the location, decorations, food, and furniture.

    You can either assign 4 individuals each of the 4 main jobs, or you can divide each component further into small tasks.

    In the case of the latter, tasks will overlap, things will get confusing, and none of your team members will have full control over their assigned task.

    This generally leads to a final result that is extremely non-coherent.

    3. Clear Communication

    A major aspect of delegation is the availability of clear instructions. From details of the task to deadlines, the person who has to fulfill the job should be clear on every single detail.

    Unless they know what’s expected from them, they will never be able to satisfy the delegator.

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    You can learn more about effective communication in this article.

    4. Avoid Unnecessary Pressure

    Yes, diamonds only form after the charcoal is put under immense pressure. But, honestly, you don’t need to implement that strategy in your work environment when implementing delegation of authority.

    Offer plenty of time and flexibility for each individual to be able to offer their best performance.

    Some people may work better under pressure. In that case, let the individual make that decision for themselves.

    5. Offer a Helping Hand

    Just because you’ve given someone else the task and power does not mean you have to back off completely.

    In fact, you should try to be a part of the process, but only from outside a defined boundary. This is something you’ll have to figure out practically as per the needs of your work environment. However, it will ultimately lead to you being a more respected leader:

    The important point is that if someone is facing an issue with the delegated task, do not refuse to help. Offer advice and support readily so that your team can learn from you. It will end up benefiting your organization.

    Final Thoughts

    Conclusively, it is safe to say that the delegation of authority is a very helpful technique to adopt in workplaces. It allows for a positive working environment as well as fruitful results.

    It’s something that all leaders should implement to achieve a time-efficient and productive workspace!

    More on the Importance of Delegation

    Featured photo credit: Dylan Gillis via unsplash.com

    Reference

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