CVE 5074 Leading Construction Operations Organizational Leadership Part III – Directing & Delegating

Organizational Leadership 1. Motivation of individuals 2. Shaping the organization 3. Directing/delegating tasks 4. Responding to employees 5. Representing the organization

Student Presentations Today.. On Becoming a Leader Abhinav Bhosle The One Minute Manager Rui Cao Next Class... You Don’t Understand – Abeer Khazaly & Anfal Hathah You Don’t Understand – Charles Sedor

Communication Networks Formal lines of communication reach all workers Informal Communications Top Manager Middle Manager Middle Manager First-Line Manager First-Line Manager First-Line Manager First-Line Manager Work Group Work Group Work Group Work Group Work Group Work Group Work Group Work Group

System of Coordination 1. Channels of communication must be known 2. Channels reach every member of the company 3. Channels are as short & direct as possible 4. All channels are utilized all the time 5. Persons issuing orders are competent 6. Channels are not interrupted 7. Communications are authenticated as valid

Communications (the environment of speech) Filters Culture Personality Perception Attitudes Emotions A,A,A,A!!---- Message ---- ?????? Personal Goals Skill level Format Environment Your delivery Receiver Decoder Source Encoder Feedback

Communications (verbal & non-verbal speech) Verbal: Words, Gestures, Voice = 30% Non-verbal: Face, Eyes, Expression = 70% Receiver Decoder Source Encoder

Directing & Delegating Essential for action... Transmits authority to subordinates Must tailor to task and subordinates Releases the total capacity of the organization Enables employee motivation

Functions of Directives Orientation of Employees & Superiors Issuing Orders or Instructions Assigning work to subordinates

Orientation (frequently overlooked) New employees need guidance Increased sense of team Continuing information flow Get feedback Mentor & modify leadership style

Directives Directives initiate & control all actions Must be Authoritative Properly communicated Forms: oral, written, silent, regulations, standards, policies

Process of Directing Begin planning Inspect the site or location Complete the plan Issue the order Supervise

Military Order Format Situation – what’s the problem? Mission – what’s the expected outcome? Execution – what’s the plan? Admin & Logistics – where’s the chow (beer)? Command & Signal – whose in charge?

Simplified Format – 6 W’s Who – should do it What – needs to be done When – it needs to be completed Where – will it be done Why – establishes importance Wow – what does success look like

Summary on Directives 1. Directive must be understandable 2. Consistent with the organizational purpose 3. Consistent with employee's personal goals 4. Mentally and physically able to comply 5. Come from an authoritative source

Delegation Assign responsibility and authority to someone in order to complete a clearly defined and agreed upon task. The person delegating the task retains ultimate responsibility. Army saying “You can delegate authority, but you cannot delegate responsibility.” Usually implies delegation to a subordinate but could be outside of your organization (example subcontract)

Why Delegate? Improve efficiency Develop other team members Empower other team members

Why do leaders resist delegation???? Class discussion….

Why leaders resist delegation Personality type Personal satisfaction No time Desire for perfection Lack of confidence Fear of failure

Degrees of Delegation (least to most) Boss decides – employee executes Employee recommends – boss decides Employee recommends – joint decision Employee decides – info boss before acting Employee decides – info boss on outcome only

Choosing the Appropriate Style… Joint Decision Recommendation High Relationship Participating Selling Employee Decides Delegating Telling Low Relationship Boss decides Low Task High Task Able willing, secure Able but insecure Willing but unable Unable, unwilling insecure Follower’s capabilities

Keys to Delegation Decide what tasks to delegate Delegate to lowest feasibile level Select employees according to task Assign appropriate authority Convey clear expectations Monitor progress / supervise

Decide What to Delegate Break task into separate activities (WBS) Prioritize activities Consider employee development/experience Decide which tasks to retain Consider your own expertise Consider your time Consider importance of the task Consider relation to success or vision

Select Employees Seek optimal skills Consider level of interest or motivation Consider employees time available Evaluate level of effort required Evaluate leadership & maturity Select the best person(s) for each task

Assign Appropriate Authority Create an organization chart Define the boundaries of each function Clarify where approval is required Inform all employees Don’t micromanage!!

Convey Clear Expectations Write a clear statement of purpose Ensure that employee understands task Clarify staffing & resources Define allowable decisions Define reporting requirements

Monitor Progress Ask employees to write action plans Develop due dates & reports Schedule regular meetings Clarify how to deal with problems Observe performance Plan to coach employees But don’t micromanage!!! Get Feedback

Organizational Leadership 1. Motivation of individuals 2. Shaping the organization 3. Directing/delegating tasks 4. Responding to employees 5. Representing the organization