Hi guys……so you must be really fed up with my series now….well I hope not because TADDA!!!! I have one more and I will let this one be the last unless you want more. If you do want more let me know, drop me a line at email@example.com and simply say……”continue the series!” and I will. I enjoy helping you understand how to delegate along with information all about delegating.
Delegation as a Leadership Style. … As a supervisor, manager, or team leader, you make daily decisions about the appropriate leadership style to employ in each work situation. You want to foster employee involvement and employee empowerment to enable your team members to contribute their best effort at work.
The Importance of Delegation. To delegate is to assign responsibility and authority to someone else in order to complete the task at hand but you retain the overallresponsibility for its success. Delegation of authority is very important to any organization as it empowers employees or team members.
Through delegating powers, the subordinates get a feeling of importance. …Delegation also helps in breaking the monotony of the subordinates so that they can be more creative and efficient. Delegation of authority is not only helpful to the subordinates but it also helps the managers to develop their talents and skills.
The Common Barriers in Delegating Authority:
- Reluctant To Delegate. Some managers are reluctant to delegate authority to subordinates.
- Fear Of Losing Importance.
- Loss Of Control.
- Mutual Distrust.
- Fear Of Subordinates.
- Incompetent Subordinates.
- Lack Of Motivation.
Here are the six steps you should work through when delegating:
- Prepare. Employees can’t deliver quality results if the task delegated to them isn’t fully thought out, or if expectations keep changing.
- Confirm understanding.
- Confirm commitment.
- Avoid “reverse delegating”.
- Ensure Accountability.
Delegation involves following three elements:
- Assignment of Responsibility: The first step in delegation is the assignment of work or duty to the subordinate i.e. delegation of authority.
- Grant of Authority: The grant of authority is the second element of delegation.
- Creation of Accountability
Seven delegation strategies to practice:
- Learn to let go.
- Establish a firm priority system.
- Play to your workers’ strengths.
- Always include instructions.
- Don’t be afraid to teach new skills.
- Trust, but verify.
The Easy Method
I want to introduce a method that is simple and I created a Delegation Planner for anyone to be able to follow very easily. The planner has the following pages:
- Year to Date Calendar – know the dates
- Meeting Organiser – determine the meetings you will have to arrange
- Meeting Agenda
- Project(s) Organiser Sheet – What are the projects and who is best suited to do specific tasks
- Project Task Listing – What are the projects and who should be involved
- Delegation Task Planner – List who will do what task based on the listing of tasks needed to complete the project
- Delegation Follow-up/Tracking Sheet – follow up on the status of where the person has reached with the task they are responsible for
- Delegation Call To Action Planning Sheet – Plan out all that each person does
- Monthly Plan – for each month where does the project need to be
- Weekly Plan- the plan for the week and the status
- Daily Planner- what has to happen each day
- Today’s List – the list of tasks for each person to know what they need to do
- Scheduling Sheet- block the times for every task that they are doing
- Notes to Remember – general notes
- Delegation Process Instruction
Why Subordinates do not accept Delegation:
Subordinates may reluctant to accept delegation of authority for the following reasons: Subordinates may lack confidence in their ability to accept additional responsibility. Subordinates may reluctant to accept authority and make decisions for fear that they would be criticized or dismissed for making wrong decisions.
What You Should Not Delegate:
- Boring Tasks. Delegate tasks that your teammates will be interested in. …
- Crises. Real crises may need your authority or expertise to resolve. …
- Ill-Defined Tasks. …
- Confidential Matters. …
- Praise or Reprimand. …
- Planning the Development of Your Team. …
- Tasks for Which You Are Responsible.
I hope this was of some help and I would like to encourage you to try the delegation planner to help you be better at delegating.