- Delegation Poker Situations Chart
- Delegation Poker Situations Examples
- Delegation Poker Situations List
- Delegation Poker Situations Youtube
I was asked to run a training for twelve managers on the topic 'Leading over distance'. This is what has emerged during the briefing:
Delegation Poker – Management 3.0 ap-admin - September 12, 2020 0 'When working in complex environments with multiple teams and complex customer behavior, decision making and priority setting is very important.' Delegation Poker Quite often, I encounter situations where no clear responsibilities are defined between two entities, such as a manager and a team or between two teams. They kind of figure it out when a situation occurs. They prefer to avoid general commitments.
- an organizational culture mostly focused on 'plan and control'
- a manager mindset mainly oriented on micromanagement
- extreme difficulties in chartering a smart working pilot project
Delegation Poker Situations Chart
I have decided to use an agile management 3.0 tool: delegation poker. My challenging aim was to convey the idea that even in a plan and control paradigm there was some space to use delegation in a very progressive and 'controlled' way. I know it could sounds very awkward to many of you. But eventually it worked. It was like introducing a young child to something he/she initially was afraid of based on his/her preconceptions.
In remote working the ability to delegate is essential.It was essential for these managers too. Type of casino jobs. The crucial point was trying to find a way so that they could look at it in terms of a useful, and not 'menacing', management tool.
In many other previous trainings what participants were told was basically this: 'delegation is good'. But considering their culture what they really needed was to be guided 'hand in hand' on how to use the art of delegation with their employees.
Since participants were managers with different roles and functions I have decided to introduce five cases relatively generic so that all of them could identify themselves with those cases, adding personal experiences. Before discussing the cases I have introduced participants to the seven levels of delegation as described by J.Appelo that you cand find here.
Here are three of the five cases proposed:
- It is time for the annual performance evaluation. During this meeting you will have to define your employee goals. In your opinion which is the best level of delegation to use for this task?
- A client has sent you an email complaining about the frequent delay of the work of one of your employees. In your opinion which is the best level of delegation to use in dealing with this situation?
- It is time to make a decision regarding the chance to explore new markets. In your opinion which is the best level of delegation for discussing this topic with your team?
I divided participants in two teams and I gave delegation cards to each member. Taking turns everyone has read a case. All team members could add something to it in order to better contextualize it. Since delegation is context-dependent, having in mind a clear picture of the context is very important.
Each participants picked the card that indicated the most appropriate level of delegation for the case presented. A group discussion followed. After this, people have had two minutes to vote again the 'right' level of delegation they would have chosen. After this second round those who have chosen the highest level but represent a minority, didn't get any point. While others could get points according to the level of delegation chosen.
The core of the exercise was coming to realize, in a safe place like the session training, that although they were all belonging to the same company, immersed in the same organizational culture – plan and control, there were managers who choose high level of delegation.They came to realize that there were different ways to promote internal accountability and engagement in employees.
Casino resorts near grants pass oregon. Participants have had also a chance to experience the fact that delegation is not a binary thing but a management tool full of 'shades of gray'. In other terms, it was only by taking them by their hands that they could face their preconceptions about delegation and see that they could use it in a gradually less controlled way.
Delegation Poker Situations Examples
What this experience thought me is to keep relying on my 'gut'. After the briefing I was not so sure about using this management 3.0 tool within this group of managers. But as soon as I get into the session, I have had the feeling that for all of us this would have been a challenging experience and at the same time a very useful one. And this is how it went…luckily!
Delegation Poker Situations List
Use Delegation Poker to clarify who's responsible for what and to what level. This is a method where you can encourage employee engagement through controlled self-organization and clarified value and decision-making.
Best nj sports gambling apps. The minimum legal gambling age for any form of casino gambling in New Jersey is 21. That minimum age also applies to betting at the state's online sportsbooks. To register for an account with one of New Jersey's online sports betting sites, players must provide verification of identity and age. NJ Betting Apps give sports bettors easy access to their betting accounts no matter where in the Garden State they are. The Supreme Court ruling on PASPA in May 2018 paved the way for states to legalize sports betting. Since then, the internet has literally exploded with thousands of betting apps.
The objective of Delegation Poker is to drive home the idea of delegating decisions and tasks to your team within a controlled environment. It also is a good collaboration game. Many teams play it without even totalling points and more than anything else it's a conversation topic and a starting point for the discussion of who should do what.
- Delegation is not a binary thing. There are plenty of 'shades of gray' between being a dictator and being an anarchist.
- Delegation is a step-by-step process. You hand over accountability to other people in a controlled and gradual way.
- Delegation is context-dependent. You want to delegate as much as possible but if you go too far chaos might unfold.
I introduced Delegation Poker to my project team. It helped a lot in our process of defining new responsibilities, which we as a team can now agree on. It's become the basis of discussion with our bosses as even they are able to understand the fact, 'that it can be easily migrated to the RACI Matrix.
Team leader, Ortrun offshoringDelegation Poker Situations Youtube
How to play Delegation Poker?
In remote working the ability to delegate is essential.It was essential for these managers too. Type of casino jobs. The crucial point was trying to find a way so that they could look at it in terms of a useful, and not 'menacing', management tool.
In many other previous trainings what participants were told was basically this: 'delegation is good'. But considering their culture what they really needed was to be guided 'hand in hand' on how to use the art of delegation with their employees.
Since participants were managers with different roles and functions I have decided to introduce five cases relatively generic so that all of them could identify themselves with those cases, adding personal experiences. Before discussing the cases I have introduced participants to the seven levels of delegation as described by J.Appelo that you cand find here.
Here are three of the five cases proposed:
- It is time for the annual performance evaluation. During this meeting you will have to define your employee goals. In your opinion which is the best level of delegation to use for this task?
- A client has sent you an email complaining about the frequent delay of the work of one of your employees. In your opinion which is the best level of delegation to use in dealing with this situation?
- It is time to make a decision regarding the chance to explore new markets. In your opinion which is the best level of delegation for discussing this topic with your team?
I divided participants in two teams and I gave delegation cards to each member. Taking turns everyone has read a case. All team members could add something to it in order to better contextualize it. Since delegation is context-dependent, having in mind a clear picture of the context is very important.
Each participants picked the card that indicated the most appropriate level of delegation for the case presented. A group discussion followed. After this, people have had two minutes to vote again the 'right' level of delegation they would have chosen. After this second round those who have chosen the highest level but represent a minority, didn't get any point. While others could get points according to the level of delegation chosen.
The core of the exercise was coming to realize, in a safe place like the session training, that although they were all belonging to the same company, immersed in the same organizational culture – plan and control, there were managers who choose high level of delegation.They came to realize that there were different ways to promote internal accountability and engagement in employees.
Casino resorts near grants pass oregon. Participants have had also a chance to experience the fact that delegation is not a binary thing but a management tool full of 'shades of gray'. In other terms, it was only by taking them by their hands that they could face their preconceptions about delegation and see that they could use it in a gradually less controlled way.
Delegation Poker Situations Examples
What this experience thought me is to keep relying on my 'gut'. After the briefing I was not so sure about using this management 3.0 tool within this group of managers. But as soon as I get into the session, I have had the feeling that for all of us this would have been a challenging experience and at the same time a very useful one. And this is how it went…luckily!
Delegation Poker Situations List
Use Delegation Poker to clarify who's responsible for what and to what level. This is a method where you can encourage employee engagement through controlled self-organization and clarified value and decision-making.
Best nj sports gambling apps. The minimum legal gambling age for any form of casino gambling in New Jersey is 21. That minimum age also applies to betting at the state's online sportsbooks. To register for an account with one of New Jersey's online sports betting sites, players must provide verification of identity and age. NJ Betting Apps give sports bettors easy access to their betting accounts no matter where in the Garden State they are. The Supreme Court ruling on PASPA in May 2018 paved the way for states to legalize sports betting. Since then, the internet has literally exploded with thousands of betting apps.
The objective of Delegation Poker is to drive home the idea of delegating decisions and tasks to your team within a controlled environment. It also is a good collaboration game. Many teams play it without even totalling points and more than anything else it's a conversation topic and a starting point for the discussion of who should do what.
- Delegation is not a binary thing. There are plenty of 'shades of gray' between being a dictator and being an anarchist.
- Delegation is a step-by-step process. You hand over accountability to other people in a controlled and gradual way.
- Delegation is context-dependent. You want to delegate as much as possible but if you go too far chaos might unfold.
I introduced Delegation Poker to my project team. It helped a lot in our process of defining new responsibilities, which we as a team can now agree on. It's become the basis of discussion with our bosses as even they are able to understand the fact, 'that it can be easily migrated to the RACI Matrix.
Team leader, Ortrun offshoringDelegation Poker Situations Youtube
How to play Delegation Poker?
Each team plays this game differently, so you can follow some of the more common rules we're sharing here or you can make up your own. It's all about organizing how you and your team look at delegation and self-organization.
Team members should be organized in groups of three to seven people. Each teammate gets a set of cards numbered 1 through 7, signifying the Seven Levels of Delegation.
