有效授權(quán)其它上課時(shí)間：

* 需要向下屬授權(quán)以完成工作的各級(jí)管理人士

培訓(xùn)受眾:

* 需要向下屬授權(quán)以完成工作的各級(jí)管理人士

課程收益:

有效授權(quán)，是現(xiàn)代企業(yè)管理對(duì)經(jīng)理人提出的更高要求。

本課程深入探討了授權(quán)對(duì)象的選擇、授權(quán)方式的運(yùn)用、授權(quán)障礙的克服、授權(quán)后的監(jiān)督與控制，以及授權(quán)的誤區(qū)及其防范等諸多內(nèi)容。

課程大綱：

1.為什么要授權(quán)
* 高效地完成企業(yè)的工作任務(wù)
* 員工的能力培養(yǎng)和素質(zhì)提升
* 授權(quán)激勵(lì)的現(xiàn)實(shí)必然性

2.有效授權(quán)的實(shí)施關(guān)鍵
* 達(dá)成良好的信任
- 授權(quán)以后，不信任下屬的后果
- 信任的建立過程
* 有效的評(píng)價(jià)和控制風(fēng)險(xiǎn)
- 在授權(quán)以前應(yīng)充分評(píng)估風(fēng)險(xiǎn)、損失
- 自己的領(lǐng)導(dǎo)責(zé)任，要承擔(dān)“用人不當(dāng)?shù)呢?zé)任
- 授權(quán)的漸進(jìn)過程
* 權(quán)責(zé)利對(duì)等
* 授權(quán)與控制的平衡
- 如果只授權(quán)不控制
- 必須明確范圍以及相應(yīng)的目標(biāo)考核制度
* 職能的重新定義

3.“3R”式授權(quán)
* Respect（尊重）
- 對(duì)被授權(quán)者工作方式和工作成就的尊重
- 對(duì)被授權(quán)者人格的尊重
* Resource（資源）
- 提供資源是管理者對(duì)被授權(quán)者的責(zé)任
* Retry（重復(fù)）
- 在授權(quán)過程中的輔導(dǎo)和支持

4.科學(xué)的授權(quán)方略——OPERA模型
* Outcomer——目標(biāo)說明
* Parameters——界定工作范圍
* Effects——了解工作效益
* Resources——給予資源
* Accountability——授權(quán)：讓下屬作出承擔(dān)

5.應(yīng)該注意避免的誤區(qū)
* 懷疑下級(jí)的能力而不真正授權(quán)
* 將授權(quán)等同于放權(quán)
* 只給下屬責(zé)任，沒給下屬權(quán)力

1. Why to delegate
* Achieving the tasks of the company effectively
* Developing staff capabilities
* Motivating through delegating

2. Key points of effective delegation
* Reaching to trust
- The result of delegation if you don’t trust staff
- How to build trust
* Risk evaluation and control
- The manager should fully evaluate the risk and the loss before delegating
- Taking the responsibility of lead and should be responsible for "using wrong persons"
- Progressive process of delegation
* Right, duty and benefit
* Balance between delegation and controlling
- Delegation without control results in the lose control of authority
- Specifying the scope of delegation and objective evaluation system
* Redefinition of functions

3. “3R”Delegation
* Respect
- Respecting the work style and achievement of the person delegated
- Respecting the personality of person delegated
* Resource
- Manager is responsible for providing resource to person delegated
* Retry
- Coaching and support

4. Delegation strategy - OPERA model
* Outcomer - explain objective
* Parameters - identify the scope of work
* Effects - know work benefits
* Resources - offer resources
* Accountability - delegation: to let subordinate be charged with

5. Avoiding the pitfalls in delegation
* Be suspicious of the ability of staff without real delegating
* Considering delegation as giving up authority
* Giving responsibility to staff without giving authority