How to Delegate

Let everyone who may be affected know what has been delegated to whom and how much authority has been granted.

Getting things done through other people is most effective when the following steps are considered:

• Clarify the assignment. Explain what is being delegated, the results you expect, and the time frame.
• Set boundaries. Ensure that the delegatees understand precisely what the parameters are of the authority you are bestowing on them.
• Encourage participation. Involve delegatees in decisions bout what is delegated, how much authority is needed, and standards to be attained.
• Inform others. Let everyone who may be affected know what has been delegated to whom and how much authority has been granted.
• Establish controls. Agree on specific time for completion of the task, and set dates when progress will be check and problems discussed.
• Encourage development. Insist from the beginning that when delegatees come to you with a problem, they also bring a possible solution.

ACTION POINT: Use the steps above when delegating to others.

Benefits of Delegation

Managers often have trouble delegating.

Effective delegation is key for any manager. It will free up your time, allowing you to focus on big-picture strategic activities. it can also lead to better decision-making, because it pushes decisions down the organization, meaning that decision-makers are often closer to the problems. It also helps those you are managing develop their own decision-making skills and prepares them for future promotion opportunities

Managers often have trouble delegating. Some are afraid to give up control, explaining, "I like to do things myself, because then i know it's done and it's done right." Others lack confidence in their employees or fear that they may be criticized for others mistakes. While you may be capable of doing the tasks you delegate better, faster, or with fewer mistakes, it is not possible to do everything yourself. However, you should expect, and accept, some mistakes by those you delegate to.

Mistakes are often good learning experiences. You also should put adequate controls and mechanisms for feedback in place so you will know what is happening.

ACTION POINT: Look for opportunities to delegate tasks to others.

Delegating Effectively

Empowering others through delegation is one of the most powerful managerial tools for increasing productivity.

Managers are responsible for getting things done through other people. you need to accomplish assigned goals by delegating responsibility and authority to others. Empowering others through delegation is one of the most powerful managerial tools for increasing productivity.

Managers delegate by transferring authority and responsibility for work to employees. Delegation empowers employees to achieve goals by allowing them to make their own decisions about how to do a job. Delegation also helps develop employees for promotion opportunities by expanding their knowledge, job capabilities, and decision-making skills. Delegation frequently is depicted as having four key components:

• Allocation of duties. Before a manager can delegate authority, the tasks and activities that need to be accomplished must be explained.
• Delegation of authority. Delegation is the process of transferring authority to empower a subordinate to act for you as a manager.
• Assignment of responsibility Managers should assign responsibility to the empowered employee for performing the job adequately.
• Creation of accountability. Managers should hold empowered employees responsible for properly carrying out their duties. This includes taking responsibility for the completion of tasks assigned to them and also being accountable to the manager for the satisfactory performance of that work.

ACTION POINT: Develop your strongest team members through delegation.