What Delegation Is
"Delegation" has many definitions and connotations. In this context, delegation means more than simply giving assignments to others.
Delegation is the assignment of any authority to another person (normally from a manager to a subordinate) to carry out specific activities. ... Delegation empowers a subordinate to make decisions, i.e. it is a shifting of decision-making authority from one organizational level to a lower one.
It means giving another party a certain degree of discretion that's not inherent in their role--the right to make decisions that are officially tied to your role and for which you are ultimately responsible. Many organizations, as a part of their "employee empowerment programs," delegate quite a bit of decision making authority to their employees in order to promote employee spontaneity for the sake of customer service, quality or innovation.
Omakhelwana/Saamspan/Unity is Strength Concept
"Delegating strategically" means delegating with forethought and planning in a way that capitalizes on opportunities.
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Show Objectives - The Why
- 5 Dysfunctions of a Team Patrick Lencioni
Effective delegation changes our leadership perspective from managing tasks and processes to coaching employees to succeed in their roles. ... It engages them as responsible partners in tasks, projects and objectives rather than simply as pieces of human machinery in the business.
Reflection on our ability to Lead effectively
Key Issues - Owner Perspective
1. Delegation with current position - allow for autonomy,
2. Delegate next level tasks as a reward and training for promotion,
3. Shift jobs - make them boss for a day
The Very Short List of Things That Shouldn't Be Delegated
- performance feedback
- disciplinary actions
- politically sensitive tasks
- confrontations arising from interpersonal conflict
Key Issues - Owner Perspective
Proper delegation isn't anything like abdication--it's actually hard work.
Effective delegation involves retaining control over the work output. In addition, delegating frees up time that you can use to pursue innovative projects.
Do you fear that your subordinates are "gaining on you"? Do you think the best way to deal with that fear is to hold them back?
If you don't delegate tasks because you want to save time in the short run, there's likely to be a time in the future when you are overloaded with work and don't have a staff that's prepared to help you.
What You Need to Know - The What
6 Steps For More Effective Delegation
· Prepare. Employees can't deliver quality results if the task delegated to them isn't fully thought out, or if expectations keep changing. ...
· Assign. ...
· Confirm understanding. ...
· Confirm commitment. ...
· Avoid “reverse delegating” ...
· Ensure Accountability.
What You Need to Do - The How
When problems arise, insist that the subordinate recommend solutions.
Evaluate progress and results, and provide consequences
Delegating only when you are too busy to do things yourself does not show your subordinates that you trust and respect them. For the same reason, delegate the pleasant and the unpleasant tasks. There are very few tasks that you should not delegate.
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