Understand - Agree - Be Identified - Believe
Article#: 00013
Date: 2020-05-16
Author: Radim
The way of assigning a task defines the degree of the task acceptance.
The way in which a task is assigned and the degree to which the task is accepted affects the spontaneity of task completion and the quality of the result.
The commissioned person must understand the task in order to be able to fulfill it.
If the person agrees and identifies with the task, and if the person believes in the meaning of the task, he or she can make decisions and be responsible for the results.
It is not enough just to assign the task.
Consistent and frequent communication is necessary.
It reduces the likelihood of false assumptions and bad surprises.
It is important that people know which tasks are to be done with which priorities.
The commissioned person should be identified with the goals and the way in which they want to achieve the goals.
And the commissioned person should also agree to the specified time frame.
People believe in the success of a task if they can participate in decisions about how the task is done and when the task is finished.
The commissioned people usually have their own experience and are able to find a good solution and estimate the time frame required.
"It doesn't make sense to hire smart people and tell them what to do. We hire smart people so they can tell us what to do." - Steve Jobs
The orderer should be interested in the status and progress of the task.
He should request a demonstration from the commissioned person again and again.
If things are working and the state and progress of the task are on schedule, praise of the commissioned person should never be forgotten!
If something doesn't work, be patient!
Success does not always come at the first attempt.
© Radim-Automation, 2020–2025. All rights reserved.
Sharing of this article is permitted with proper attribution (link to the original page).
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Comment#: 00001
Date: 2021-12-05
User: Radim
"If we manipulate people, they will give us exactly what we pay for."
"If we inspire people, they will give us more than we ask for."
- Simon Sinek
Comment#: 00002
Date: 2022-07-12
User: Radim
Leadership is understood as the personal influence on fellow human beings. They have to be so convinced of an idea that they act independently in the sense of the leadership.
Comment#: 00003
Date: 2022-10-22
User: Radim
"Why are you doing this? Ever find yourself working on something without knowing exactly why? Someone just told you to do it. It's pretty common, actually. That's why it's important to ask why you're working on ______. What is this for? Who benefits? What's the motivation behind it? Knowing the answers to these questions will help you better understand the work itself."
- Jason Fried, David Heinemeier Hansson. 37signals (2010). Rework.
Comment#: 00004
Date: 2023-07-25
User: Radim
"Yes, it absolutely makes sense for the boss to ask employees how they would solve a problem. In fact, it is a highly beneficial and strategic management approach for several reasons:
1. Employee Empowerment: When the boss asks employees for their input on problem-solving, it empowers them and shows that their opinions and expertise are valued. This can boost their confidence and motivation, leading to increased job satisfaction and a stronger sense of ownership over their work.
2. Enhanced Problem-Solving: Employees at various levels of the organization bring diverse perspectives and insights. By involving them in the process, the boss can tap into a collective intelligence that can lead to more comprehensive and innovative solutions.
3. Higher Engagement and Morale: Employees are more engaged and committed to their work when they feel that their voices are heard and their ideas are considered. This heightened engagement can positively impact overall team morale and productivity.
4. Building Trust and Collaboration: Seeking input from employees fosters a culture of trust and collaboration. It encourages open communication and breaks down hierarchical barriers, enabling a more cooperative work environment.
5. Identifying Strengths and Skill Development: Asking for employee input can help the boss identify individual strengths and skills within the team. It provides opportunities for employees to showcase their abilities and may lead to their professional development.
6. Better Decision-Making: Involving employees in problem-solving can lead to better decision-making. It allows the boss to access a wider range of information and insights, reducing the likelihood of making hasty or uninformed choices.
7. Adapting to Change: Employees who are involved in the problem-solving process are more likely to embrace changes resulting from the chosen solution. This is because they feel a sense of ownership over the decision and are more invested in its success.
8. Continuous Improvement: Encouraging employees to participate in solving problems promotes a culture of continuous improvement. It fosters a proactive approach to addressing issues and challenges, which can lead to long-term organizational growth.
Overall, asking employees how they would solve a problem is not only sensible but also a strategic and effective leadership practice. It can lead to increased collaboration, employee satisfaction, and improved problem-solving outcomes for the organization as a whole."
- https://chat.openai.com (Does it make sense for the boss to ask the employees how they would solve the problem?)
Comment#: 00006
Date: 2023-10-06
User: Radim
"Having the right boss early in your career is a huge blessing."
- Sandeep M.
Comment#: 00007
Date: 2024-01-05
User: Radim
I have found the solution !!!
But unfortunately the problem did not match my solution.
:-)