You can always change this.

The board behind the current Elections of the Representative Council of the Student Union spent great efforts convincing people to go voting. For example, it was possible to vote electronically in advance.

One thing that made me wonder for a while, however, was the motivation presented on the advertisement flier: “ONLY BY VOTING YOU HAVE A CHANCE TO MAKE A DIFFERENCE”/”VAIN ÄÄNESTÄMÄLLÄ SINULLA ON MAHDOLLISUUS VAIKUTTAA”. I am no language fascist, but don’t you also feel that thinking about people as having no other option to make a difference is a bit misguiding?

After seeing that the previous dissertation raised some fears among our students about whether they can answer some of the questions, I decided to create an opportunity to practice answering some very typical questions. I shamelessly copied the questions from here (via Niko giving the link). We went through some of those in a rushed way during a seminar. The presentation is attached.
mumasksquestions

One of the basic skills of good management and leadership is delegation. By delegation, responsibility to complete a task is given to a subordinate or colleague. There are numerous positive aspects of effective delegation, and these and the strategies of delegation are discussed in any book or course about human(-resource) management. By this post, however, I would like to elicit a discussion about how to actually avoid or deal with delegation.

One advanced strategy leaders employ when delegation is being resisted (i.e. when the subordinate is telling s/he cannot/does not want to take the responsibility and complete the task) is to not delegate the task itself but only the responsibility to find a person who can actually complete the task.

In this world there are more subordinates than leaders, and I feel they would greatly appreciate and benefit of knowing what is your effective strategy to refuse delegation?

There it goes; now it is, for a while, out of my hands.

What next?