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    Ethics

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    Mahendra Kachchhavah
    The document discusses the benefits of sharing responsibilities with others rather than taking on too many responsibilities individually. It addresses some common reasons for reluctance to share responsibilities, such as pride, feeling it is solely your job or responsibility, or a desire to maintain power and control. However, sharing responsibilities can increase team morale, allow a focus on bigger picture goals, and help an organization achieve more through engagement and development of team members. When done correctly through training, support, and letting responsibilities go, sharing responsibilities provides benefits both individually and organizationally.

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    Ethics

    Uploaded by

    Mahendra Kachchhavah
    11 views18 pages
    The document discusses the benefits of sharing responsibilities with others rather than taking on too many responsibilities individually. It addresses some common reasons for reluctance to share responsibilities, such as pride, feeling it is solely your job or responsibility, or a desire to maintain power and control. However, sharing responsibilities can increase team morale, allow a focus on bigger picture goals, and help an organization achieve more through engagement and development of team members. When done correctly through training, support, and letting responsibilities go, sharing responsibilities provides benefits both individually and organizationally.

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    The document discusses the benefits of sharing responsibilities with others rather than taking on too many responsibilities individually. It addresses some common reasons for reluctance to share responsibilities, such as pride, feeling it is solely your job or responsibility, or a desire to maintain power and control. However, sharing responsibilities can increase team morale, allow a focus on bigger picture goals, and help an organization achieve more through engagement and development of team members. When done correctly through training, support, and letting responsibilities go, sharing responsibilities provides benefits both individually and organizationally.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    11 views18 pages

    Ethics

    Uploaded by

    Mahendra Kachchhavah
    The document discusses the benefits of sharing responsibilities with others rather than taking on too many responsibilities individually. It addresses some common reasons for reluctance to share responsibilities, such as pride, feeling it is solely your job or responsibility, or a desire to maintain power and control. However, sharing responsibilities can increase team morale, allow a focus on bigger picture goals, and help an organization achieve more through engagement and development of team members. When done correctly through training, support, and letting responsibilities go, sharing responsibilities provides benefits both individually and organizationally.

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    © All Rights Reserved
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    Ethics

    Whistle blowing
    Not Sharing responsibilities

    Pride. We think we should be able to do it all. We think sharing


    responsibilities is a sign of weakness, that we can’t get it all
    done. It’s true, our pride and our ego can get in the way of our
    willingness and ability to share responsibilities, tasks and
    decisions with others. Is yours?
    It’s My Job/Responsibility. We feel that ultimately these tasks
    and their outcomes are our responsibility, and we take our
    responsibilities seriously. The only way to insure successful
    completion is to do it ourselves. This puts the pressure on us,
    but it gives us more control over the outcomes.
    Power (and the need for it). Knowledge is power, right? If we
    have the data and the information we have the power in a
    situation. If we share responsibilities, we will be giving away
    some of that perceived (and very seductive) power. [Want a
    partial antidote for this one?
    Sharing responsibilities
    Provide Training, Support and Encouragement. This one may be obvious, but you
    can’t be successful in sharing responsibilities by just dumping tasks on people. Your
    role is as a coach; providing people the training, support and encouragement they
    need. When they have those things, they will succeed with their new responsibilities
    and do so faster.
    Let it Go. When it is their responsibility, let it go. If you don’t you are micro
    managing, and no one wants that. Focus on the outcome – are people getting a
    desired outcome (even if it isn’t exactly how you would do it)? If you are still resisting
    this idea (see the “But it is my responsibility” perspective from above), you don’t
    have to let go of the ultimate outcome completely, but you have to let go enough for
    your team member to succeed. If you don’t, you haven’t really shared the
    responsibility, just the activity. Remember these three words: Let. It. Go.
    Sharing responsibilities
    .
    • Think bigger picture. One of the reasons we have so much trouble with
    sharing responsibilities is that we are thinking about the short term. In the
    short term it almost always makes more sense for us to do it. The next
    time, we likely would do it better. The next time we likely would do it
    faster. The next time it would be more productive to just do it. And,
    sharing responsibilities is the right answer for others and the organization
    in the long term. So think about this activity as an investment. When you
    invest in something you think longer term and are willing to nurture and
    support that investment. Changing your perspective of the time horizon
    will help you change your habits around sharing responsibilities.
    • Taking the steps above to share more responsibility will allow you to work
    on the most important things on your plate, not try to do them all.
    Sharing responsibility will also help you grow your team members, and
    doing that will help them, you and your organization achieve more and
    ultimately reach your goals.
    • Hugging your responsibility to your chest leads to
    micromanaging, fiefdom building, and information
    hoarding, none of which a healthy organization can
    afford in this era of lean speed and agility. If you’re a
    manager or exec, your superiors have given you
    responsibility for a reason: they know you can’t handle it
    all. They want you to parcel it out to other people.
    • The benefits of sharing responsibility far outweigh
    keeping it all to yourself. Among other things, sharing
    responsibility:
    • Increases team morale
    sharing responsibility
    • The benefits of sharing responsibility far outweigh keeping it
    all to yourself. Among other things, sharing responsibility:
    • Increases team morale
    • Make your team members feel important and appreciated
    • Helps you do more, faster
    • Lets you focus on the big picture
    • Prepares your successors for leadership
    • Contributes to the success of your entire organization
    • Keeps you from spreading yourself too thin
    • Helps you maintain your health by avoiding overwork
    • Gives you more experience as an executive
    sharing responsibility
    • Responsibility sharing puts you ahead and gives you a chance to
    fix what’s not working without falling behind. There are few
    ways to more effectively trigger and maintain engagement than
    to share your responsibility.
    • The result is still your responsibility, so make careful decisions
    about who gets the authority; however, someone besides you
    has to take on all but the highest-level, most profitable
    decisions. Avoid being a “helicopter boss,” but keep track of
    everyone’s work and provide necessary guidance and coaching.
    • When workers are engaged, they’re more likely to own their jobs
    and dedicate their discretionary time to the company. This, if
    nothing else, should clinch the argument for sharing, because
    happy, engaged workers are productive workers—and their
    success reflects well on you.

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