I totally agree with Lesson 8: Ask, Don’t Tell. As a board certified coach, who comes from a training background I had to shift from “teaching” a manager the 7 steps to delegation to “guiding” her as she talked through the process. In the end she learned how to fish and how to be a more confident manager. You may want to take a look at my supervision and career management blogs.

Thank you for your comment. You hit the nail on the head. It has to be part of the culture and routine to really work and we in HR need to make it easier for our managers to execute. Well said.

To do that HR professionals must develop those processes in a manner that they are a usual and regular part of a managers job – not “oh by the way”, once a year drive bys. Instead of “you should have”, HR message needs to be “here’s how to”.

This can be done by refining our processes to repetitive and predictable. We also need to realize that our presence, input, and personal commitment all help managers to relate to the fact that the HR processes aren’t added burdens and distractions from their “real work”. Perfomrance managment, succession planning, talent development, knowledge managment and the host of other HR related responsibilities are enablers that provide an opportunity for excellence in the “real work”.