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Christine, One of the toughest challenges of any new leader's responsibility is delegation, so you are not alone in feeling the "stress" of balancing task completion and delegation of authority. The key to effective delegation is to stop thinking about it as "removing tasks from your to do list" and thinking about it as a developmental tool. It is a leaders responsibility to develop her people by providing them with challenging work and opportunities. Once you embrace this, delegation becomes a shared responsibility between the leader and the employee. Yes, the person to whom you delegate a task has to… >>>
Troy, I would suggest you develop a "T" table with the descriptions of each type of board, one the left and the other on the right, then use this as a visual to communicate the differences between the two broad types. After illustrating the differences and explaining the values to senior management, you will need to specifically determine how the boards will be utilized in support of your school and programs. Be sure to solicit questions from your management team, which should provide substantial opportunity for you to elaborate and communicate your vision for the each board's contribution. Dr. Robert… >>>
Linda, I would agree that culture is one of the key variables in engaging and retaining employees, but unless it goes beyond engaging them in work related decisions, recognition and celebration, it can be a retention strategy that backfires. The foundation of employee retention is an organizational culture that is solidly based on integrity and compassion for the mission. From that starting point, organizational retention strategies focused on employee engagement, achievement and success can be established. Even quality employees can be lured away from an organization that doesn't demonstrate integrity and compassion for its mission, regardless of how much "recognition… >>>
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