How Can Leaders Improve Their Licensing Skills?

This is a long-term experience accumulation. First, give some experiences and theories for reference.

The essence of power is responsibility, resources and services. Authorization is to pfer these rights to others and achieve greater management benefits.

Facing the rapidly developing society, its value diversification, development orientation diversification, division of labor and competition intensification make it imperative for an entrepreneur to embody the cultural atmosphere of a people-oriented enterprise and take responsibility for each other so as to meet the requirements of the times.

Through authorization management, three purposes can be achieved:

1., turn leaders into employees so that leaders can cooperate with the group.

2., turn employees into leaders, so that enterprises can tie strategic objectives with their employees.

3. let leaders take time to consider long-term goals.

In China, hundreds of businesses fail every day. Many companies are busy making money, earning only the money in front of them, do not research and development, do not understand the psychological needs of employees, do not sum up the laws of success, do not attach importance to the process, nor have the technology content, so enterprises will be eliminated sooner or later.

As an entrepreneur, we must continue to maintain passion, pursue innovation, depict corporate vision, create corporate culture, and continue to systematically think about and reflect on business models.

1. self empowerment.

Before giving authorization to others, first understand your mission, confirm your beliefs and ideals, and define your responsibilities.

2. goals and challenges.

Set up the challenging goals for the authorized person, plan together, and decompose the big targets, so that the authorized person can clearly distinguish his rights and responsibilities, and stimulate his enthusiasm and mission.

3. support and care.

Support the process of the authorized person, care for them, make them potential, and provide appropriate opportunities for communication and training, so that they can have more knowledge and creativity in their posts.

4. openness and trust.

Regular meetings are also a way of empowerment. Meetings enable us to understand the intentions of the higher authorities, to unify ideas, actions, concepts, and pursue processes, so that the authorized persons can participate in policy making, encourage them to make their own decisions, and constantly encourage the authorized persons to make reasonable suggestions and let them act.

5. guidance and training.

In the implementation of the target plan, the authorized person should conduct directional guidance, pay attention to feedback in the implementation of tasks and management process, and adjust their deviations appropriately to amend their deficiencies.

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Step 1, select the appropriate authorized person.

1., choose the standard that is authorized. One is to see its moral character, whether to be honest, loving, righteous, and strong sense of responsibility; two, whether it has lofty aspirations, dream goals and enthusiasm for work; and three, whether it has the ability to discover and solve problems.

2. does the authorized person have the knowledge and skills required to fulfill the task?

3. does the authorized person have leadership experience in leading, organizing and condensing the team?

4. regularly assess and test the authorized persons to see if they can fulfill their commitments on time.

5. post training for authorized persons.

Step two, the four major boundaries of empowerment.

1. resources: the authorized person should give appropriate resources to human resources and finance.

2. result: the result is the goal, the hard work is not equal to the merit, unceasingly asks the authorized person the result how much difference has not realized.

3.: time limit is a standard and a kind of pressure.

4. limitation: we must resolutely put an end to the behavior of the authorized person over the system.

Step three, organize monitoring.

The 1. regular meeting system allows the authorized person to describe the work plan, the execution progress, the problems and solutions.

2. internal audit and assessment.

3. external customer feedback and assessment.

4. regular reporting.

Step four, the adjustment of authorization.

1. analysis: success and failure should be summarized, analyzed internal and external causes.

2. adjustment: according to the performance of the authorized persons, they should be promoted or demoted.

3. setting up an evaluation committee.

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1. the authorisation becomes abstaining, and what he does not want to do is to be done to others. It is the so-called "do not want, do not do to others", let no matter, do no matter, do a hand in hand, the subordinates can not fully grasp the intention of the leadership, this is a major error in the authorization.

2. no authorization is granted.

The authorized person has no commitment to the authorized person, making the authorized person lack the power of passion.

The authorized person has no commitment to the authorized person, making the task and goal accomplished without reliability and measurability.

3., too much authorization is a mere formality.

Multiple authorization means no authorization and responsibility is not clear.

4. the power of the authorized person is too heavy.

The authorized person pfers the responsibility, but the substantive allocation of resources does not let go, which will gradually eliminate the enthusiasm of the authorized person.

5. lack of information feedback after authorization.

After authorization, tracing and investigating the execution process of the authorized person will make the authorization management biased.

6. duplicate authorization and leapfrog authorization.

Repeated authorization and leapfrog authorization will make the authorized person unable to perform their duties normally, and the authorized person will shirk responsibility if the task cannot be completed.

7. some things must be done in person, not authorized.

(1) personnel or confidential matters; 2. Matters relating to policy making; 3. Crisis issues; training problems for subordinates; and what your superiors assign you to do in person.

In short, authorization management is a management skill that managers must have priority in the process of enterprise growth and development. When the enterprise develops to a certain scale and stage, the completion of the target task must be a team matter. It is necessary to understand the importance of authorization, analyze and understand the basic principles of authorization, and make rational use of it, so that the team can work more effectively and make the enterprise develop healthily and continuously.