|
A Roadmap to Successful Delegation
|
Effective delegation increases
productivity, builds trust, develops and engages your staff, and
motivates. And it goes a long way to build a culture of
accountability. So, now that we appreciate that delegation is a
leadership skill worth honing, here are eight steps to ensure
success:
1. Define the task carefully. Not all tasks should be delegated.
Once you decide that the task is suitable to be delegated,
clearly define it. Use the SMART acronym—specific, measurable,
agreed, realistic, and time bounded. You can’t delegate an
unclear task.
2. Match the associate to the task. The individual selected
should have the skills and competencies needed to complete the
task. Also, delegate to an associate that is also willing to
complete the task (that’s the "agreed" in the SMART acronym). |
|
3. Communicate clearly. The leader
must have a clear understanding of the task objective, required
deliverables, completion dates, and any special skills that may
be needed. Requirements (needs and expectations) must be clearly
communicated and mutually agreed upon. |
For a FREE phone
consultation on how your organization can Improve Leadership
Effectiveness,
email us or call (973)
696-7878. |
|
4. Explain the big picture. Not only
is it important to clearly explain the task at hand, but it is
equally important to explain why you are delegating it to your
subordinate, and its importance to the organization. The big
picture is as important as the task itself.
5. Transfer responsibility and authority. Responsibility
without authority will surely set your subordinate up for
failure—at best. Nothing is more frustrating to a willing
subordinate than to have to check back with his or her manager,
only to navigate one road block after another.
6. Set your subordinate up for success. Inform other
stakeholders to ensure cooperation. This is critical and cannot
be delegated. Also, provide support throughout the assignment.
Once you delegate a task, you cannot walk away. Discuss progress
at key milestones.
7. Don’t micro-manage. Once you have delegated the task
and the big picture, let the associate carry the ball. There are
always several ways to complete an assignment, and your way may
not be the best. If you second guess—you may not get a second
chance.
8. Give constructive feedback. Give your subordinate
essential feedback once the task is completed. It should include
positive reinforcement as well as constructive feedback. This
clearly demonstrates your interest in the outcome, while
grooming your subordinate for more important assignments. |
|
