To be an effective manager these days we have to learn how to get things done. Delegating tasks and holding your people accountable is only the start of the process. How do we effectively achieve this?
There are three types of power in most organizations. Each has different outcomes on your effectiveness as a manager.
The first is role power. This is the power the organization formally grants you over those who report to you. Expertise power is the ability to influence others by being smarter or more knowledgeable than others. Finally there is relationship power, or the ability to influence others based on a personal/professional relationship usually developed over time.
To many managers today rely on role power. This is the least effective of the three powers. This only works when you are seeking to avoid failure opposed to seeking success. In today’s working environment this is a dangerous place for a manger or sales professional to be. Role power is best relegated to those places where processes specifically call for it.
The greater your expertise power and/or relationship power, the greater the possibility of an effective outcome on a delegated task.
Rather than telling, try asking. The persuasive part of asking is the ask itself. It’s far more effective to ask your associate to do what you need them to do. Further to that, you ask when they can do it, rather than imposing your own deadline. The way to persuade others in not to convince them with data and tell them about your needs, but rather by asking them for their help.
When asking for a commitment on a task, be nice. Don’t get mad and imply threats, don’t let your “Role power” creep into the discussion. Ask without stress or tension and smile. Once a commitment is agreed upon, say Thanks You and confirm the commitment and deadline.
There are three types of power in most organizations. Each has different outcomes on your effectiveness as a manager.
The first is role power. This is the power the organization formally grants you over those who report to you. Expertise power is the ability to influence others by being smarter or more knowledgeable than others. Finally there is relationship power, or the ability to influence others based on a personal/professional relationship usually developed over time.
To many managers today rely on role power. This is the least effective of the three powers. This only works when you are seeking to avoid failure opposed to seeking success. In today’s working environment this is a dangerous place for a manger or sales professional to be. Role power is best relegated to those places where processes specifically call for it.
The greater your expertise power and/or relationship power, the greater the possibility of an effective outcome on a delegated task.
Rather than telling, try asking. The persuasive part of asking is the ask itself. It’s far more effective to ask your associate to do what you need them to do. Further to that, you ask when they can do it, rather than imposing your own deadline. The way to persuade others in not to convince them with data and tell them about your needs, but rather by asking them for their help.
When asking for a commitment on a task, be nice. Don’t get mad and imply threats, don’t let your “Role power” creep into the discussion. Ask without stress or tension and smile. Once a commitment is agreed upon, say Thanks You and confirm the commitment and deadline.
RSS Feed
