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Group 360 Assessments Are What We Do Best

Group 360 Assessments Are
What We Do Best

Origin recently conducted a 360 assessment of 13,541 managers
globally and across all levels within the client organisation issuing
11,893 individual feedback reports. By adopting our professionally
managed phased-approach all this was achieved in as little
as 2 months!
Click here to see how we can do the same for you.

Large-scale Online 360 Assessments

Large-scale 360 Assessments

“from the planning phase, through to the execution system,
and technical support, you have once again enabled
us to facilitate the process within the group, with confidence.
Of special note is your willingness to accommodate certain
special requests and deviations from the status quo.”
Nadine Fedeli -- Manager HR: PSS Talent Management
OD & Change Sasol Shared Services Sasolburg.
We can do the same for you. Click here.

Our Clients

Our Clients

Origin is the measurement solutions provider to some of South Africa’s most prestigious and successful organizations. Click here to see our client list.

Get In Touch With Origin

Get In Touch With Origin

Origin measures what matters most -
People, Performance, and Perceptions.
To get in touch with us click here now.

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Why Choose Origin?

Why Choose Origin?


We do the work. This frees up your resources to focus on daily tasks. Our dedicated team of young professionals have the know-how and experience to get a quality job done each and every time.

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360 Assessments

360 Assessments


What we do best. Origin has developed a proven, unique methodology for running 360 assessments.

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Get To Know Us

Get To Know Us


Origin is young and ambitious. The business has evolved over a period of some 15 years. We are now clearly focused on becoming the best measurement solutions provider in the enterprise feedback arena.

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What We Can Do For You

What We Can Do For You


Take the weight off your shoulders. All we need is a clear understanding of your measurement objectives and a list of people participating.

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The Importance of Effective Delegation

Posted on: August 27th, 2012 by Liesel Burrows

The importance of effective delegation cannot be overemphasized.

Yet, many managers will be quick to point out that they don’t have time to delegate. I wonder if they know that this unwillingness to hand over responsibility could be costing them their next promotion. Ever heard of the Paradox of Indispensability?
Delegating
This concept recently came to our attention while reading the London Business School’s Business Strategy Review. The article highlighted that many star performers in organizations are unable to adapt their skills once moving into management positions. The strong desire to be in control that drove them to put in the hours and sacrifice in other parts of their life now presents a significant risk to their future promotability.

Essentially, their exceptional performance makes them so valuable in their current position that promoting them would mean a considerable drop in performance. They are the “doers”. In short, they have become indispensable in their current position. And unfortunately, these individuals are so busy dealing with tactical issues that they are unable to focus on the strategic ones that will develop them, their direct reports and the organization. And the Result?

Often times people who perform, but cannot get others under them to perform, get that promotion.

It is time to change the mindset amongst managers that delegation is tantamount to handing over control. In turn, an organization in which managers are identifying, supporting and developing direct reports to easily step into their role so that they are able to move up a rung on the career ladder is able to grow and flourish

It therefore becomes an HR imperative to develop this skill amongst managers! Often the first step is for these managers to be aware of their ineffective behaviours. This is not always easy because individuals often feel they know how others perceive them. Incidentally, research has proven this assumption is all too often a false one at any age. However, managers must become aware of their ineffective actions if they are to have the opportunity to improve them.

Our tip! Consider incorporating some questions about delegation in your next 360 assessment. By receiving feedback from their manager, subordinates, and peers the individual will create a more accurate view of how they are perceived in this area, align their self-perception to how others perceive them and be able to take corrective action for the advancement of their team, organization, and career.

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