Example Curriculum
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- 5.1 Why Good Delegation is so Important (3:00)
- 5.2 The Benefits of Great Delegation Skills (5:42)
- 5.3 Step 1 - Know What To Delegate (9:40)
- 5.4 Step 2 - The Importance of Playing to Strengths (4:53)
- 5.5 Step 3 - Set Clearly Defined Goals (8:57)
- 5.6 Step 4 - Provide Context and the Why (7:34)
- 5.7 Step 5 - Allocate The Right Resources & Authority (5:58)
- 5.8 Step 6 - Follow-up and Stay Involved (9:34)
- 5.9 Step 7 - Coach, Mentor and Give Feedback (6:40)
- 5.10 Step 8 - Praise Good Results (3:35)
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- 14.01 8 Step Process To Manage Difficult Employees
- 14.1 Types of Difficult Employees (5:29)
- 14.2 The Impact of NOT Taking Action (5:55)
- 14.3 Step 1 - Decide On The Outcome (4:12)
- 14.3.1 Step 1 - Example of Documenting Issues
- 14.4 Step 2 - Gather Examples and Evidence (6:03)
- 14.5 Step 2a - Having an Informal Conversation (5:00)
- 14.5.1 Step 2a - Examples of Informal Conversations
- 14.6 Step 3 - Plan for Consequences (6:12)
- 14.6.1 Step 3 - Examples
- 14.7 Step 4 - Gaining Your Manager's Support (5:18)
- 14.7 Step 4 - Example Action Plan
- 14.8 Step 5 - Gaining Stakeholder's & HR's Support (13:20)
- 14.9 Step 6 - Speaking to the Difficult Employee (4:59)
- 14.10 Step 7 - Performance Improvement Plan Overview (7:43)
- 14.11 Step 7 - Disciplinary Process Overview (4:03)
- 14.12 Step 8 - Keeping Stakeholders Informed (3:20)
- 14.13 Final Thoughts (2:08)
- 14.20 Examples of Dealing With Difficult Employees
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