Like with anything, becoming a master of a skill takes time and reflection. The same goes with delegation. As a leader, you need to be able to effectively delegate tasks so you have time to get work done. Naturally, a large part of delegation is about trust within your team. However, sometimes you might not be able to form that trust without delegating tasks within your team that makes you uncomfortable.
Some of the key ways you can be more effective in your approach to delegating within your team:
Think and plan – don’t react
Clarify the accountability, responsibility and result
Select the right person
Agree time frames
Support and keep in contact (controls and checkpoints)
Communicate effectively
Feedback
6 Steps to better delegation for development
Step 1
The first step is to select the right person for the task. Who’s ready and willing, interested in learning, and handling their current workload without concerns? That’s the right person. Don’t look for someone who already knows how to do it, or someone who is already swamped unless you are ready to delegate some of their work onto someone else.
Step 2
When you delegate, give them the right amount of accountability and authority to work autonomously. You don't want to keep getting involved or micro-managing, so trust them to take it on. How will you agree the parameters and agree what support looks like?
Step 3
Set clear and specific goals and explain the rationale and processes. Be clear at the beginning of what done looks like to you. Lay out all the details and deadlines in advance without being so prescriptive that they don't feel over managed.
Step 4
Give them what they need. Share your knowledge, connections and support. Don't set them up for failure. Ask them what they need and then honour it - but have their back if they need you.
Step 5
Monitor performance and progress. If they are doing something new, they might make some mistakes. Rather than making them feel like failures, celebrate their effort and help them see what they did wrong so they don't make the same mistake again. You want them to feel as though they can come to you when things go wrong. Not knowing is not good for anyone. Agree together what the monitoring will look like, then praise the good stuff and build on the mistakes.
Step 6
Once they know what they are doing, either back off and simply recognise them. If it's a short term project, find another one that builds on their knowledge. If it's an ongoing task, let them own it until it's time to let them teach someone else how to do it.
If you don’t reflect on your current approach to delegation, it is important for you to assess your delegation skills. The worksheet linked below provides you with the opportunity to consider yourself as a leader and reflect on how you could improve.
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