Delegation is more than just assigning a task to someone. It involves designating responsibility and indicating the level of authority in which they can act. Your role is to follow up to ensure progress while honoring the employee’s autonomy.
In today’s campus climate, managers and supervisors are expected to achieve business objectives with less resources. Given your current workload you may be asking yourself, how on earth can this be accomplished?
You know you would like to convene people to move work forward, but how do you decide whether it will be most effective to hold a meeting, a retreat, or a summit, or just hang out together? Before investing in a retreat as a sponsor, planner, or participant, take three steps to determine what type of event will be most effective.
The Myers-Briggs Type Indicator (MBTI) is a useful instrument for illustrating and appreciating differences between each other. The following is a simple teambuilding activity you can use when your unit is in need of something lighthearted!
n 2014-2015, Haas was developing a 5 year strategic business plan using the OGST framework – Objective, Goals, Strategy and Tactics. I felt our team could use a similar approach for our strategic planning, and aligning our team’s individual performance goals to the school-wide OGST. Having used (and delivered against) this framework for the last two years to great effect, I thought it would be helpful to share some of our keys to success that enabled us to go from strategy to execution…and, more importantly, empower our team every step of the way.
While many at UC Berkeley appreciate the importance of using metrics to manage to success, practices do tend to vary widely. These are six best practice principles for those who wish to strengthen their performance measurement.
Learn about the 5 rules for having a data mindset from Amber Machamer, Executive Director of the Office of Planning and Analysis.
Brian Joseph, the College of Letters & Science Facility Manager, talks about how he’s built a career at Berkeley.
As a manager, one of the best practices for employee engagement is for you to actively participate in professional development for your staff. By taking this step, you send a signal that professional growth is an important value for you and your team. The following guide will give you step by step instructions to do this.
As managers we are accountable to tell the truth to our employees about their performance (and to listen to them when they give us feedback, too). However, we may worry about being unkind or too forceful and we may fear conflict. This article and video provide a simple road map for providing candid and useful feedback to others, feedback that cares personally and challenges directly, avoiding “ruinous empathy.”
Fall 2017 Multicultural Education Program Workshops Are Open for Enrollment
The Multicultural Education Program is pleased to offer workshops for the Fall 2017 semester. We offer…
Spotlight: Professional Development
Professional development is fundamental to succeeding in the workplace! These posts…
Your Professional Development: The “What” and The “How”
by Inette Dishler - As the school year begins, it’s…
Sting vs. The Clash: People Management Insights
by Jo Mackness - Our strongest managers here at Berkeley…
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