Welcome to Manager Tools.

Today's topic, Job Transparency for Development. Part one. Here we go.

We've talked about delegation a number of times and you better be able to delegate parts of your job it's best to be transparent about it.

Yeah, look if you want to help your direction develop

one thing to do is delegate parts of your job with them.

I'm amazed that managers don't understand this, that the more your directs have done of job

stuff at your level, the easer will be for them when they get promoted, even if they're not promoted to your precise job

jobs at certain levels share certain commonalities.

Right. It's also going to be easier for you to do your job.

But okay that's not the focus of this cast, obviously.

Yeah, and so it's good for your directs to know what it is you do.

And we don't just mean your role, your title, or your general responsibilities,

responsibilities is generally a vagueness, but your actual activities, what you

actually do. Lots of managers can't identify what to delegate because they don't know

well enough what they do. They're so far down in the weeds and and that's not

actually a ding guys I felt that way I know Mike's felt that way to you

get so far down in the weeds you're almost

contextually unaware when you're getting something done and we're

going to recommend a simple way it'll take you a little while, but a simple way to change it.

I will say this though, sorry in advance, you can't delegate email.

Actually you can to your admin, but you wouldn't want to delegate it to anybody else on a regular basis.

So we're going to recommend you become more transparent about your job activities with your directs.

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