Dfcs training for New County Directors Workshop No. 1 Leadership Trainer’s Guide

 
Objectives 
 
¾ Discuss strategies for appropriate, effective delegation. 
¾ Identify strategies for promoting teamwork. 
 
Activities 
 
¾ Delegation (1:15) 
- 
Small group activity – Steps to Effective Delegation 
- 
Small group activity – To Delegate or Not to Delegate 
¾ Teamwork (1:00) 
- 
Small group activity – County Director Teamwork Strategies 
- 
Individual activity – Assess Your County’s Culture of Teamwork 
 
Materials 
 
¾ Flip chart paper and markers
 
Workshop 1 for New County Directors
57 
Rev/Dec., 2006 

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Trainer’s Guide 
Delegation
“Time spent delegating, 
in the long run, is our 
greatest time saved.”
Stephen R. Covey
Principle-Centered Leadership
48
“Risks / 
Benefits” 
Show OH 48 (“Time spent delegating…”). 
Say: We said earlier that trust is an integral component of leadership—our 
employees need to trust us, and we need to trust 
them
. Trust is also a 
fundamental aspect of delegation, isn’t it? Covey says, “Effective delegation 
requires emotional courage.”
Trainer’s Note: Covey uses the term “completed staff work” to refer to 
tasks that have been delegated. Participants should have read Chapter 23, 
“Completed Staff Work” prior to attending the workshop.
Draw a line down the center of a flip chart. Write “Risks” on one side and 
“Benefits” on the other. 
Workshop 1 for New County Directors
58 
Rev/Dec., 2006 

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Trainer’s Guide 
First ask: What are you risking when you delegate? Then ask: What are 
the potential benefits of delegation? 
¾ Flip chart participants’ responses. Bring the following potential 
responses into the discussion if participants do not mention them.
¾ Potential responses regarding risk include:
- 
Allowing others to make mistakes on our time 
- 
Possible poor reflection on us or the organization if the employee 
doesn’t perform well 
- 
Loss of control over a situation 
- 
Having things done differently 
- 
Money 
¾ Potential responses regarding benefits include: 
- 
Frees up our time to do higher-level tasks 
- 
Makes the most of everyone’s time and talents 
- 
Offers the employee the opportunity to “grow” 
- 
Increases employee confidence, motivation and job satisfaction 
- 
Sets a good example when the leader does not try to do 
everything (“control freak”) 
- 
Delegating models and promotes teamwork 
- 
Develops employees who show potential or desire for 
advancement (a key responsibility of County Directors)