Successful Delegation

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      How to Delegate

Start by specifying the outcome you desire to the people you trust to deliver it. Establish controls, identify limits to the work and provide sufficient support, but resist upward delegation. Keep up to date with progress, and focus on results rather than procedures. Finally, when the work is completed, give recognition where it’s deserved.


                                     
     When to Delegate

Delegation is a win-win when done appropriately, however, that does not mean that you can delegate just anything. To determine when delegation is most appropriate there are five key questions you need to ask yourself:

Is there someone else who has (or can be given) the necessary information or expertise to complete the task? Essentially is this a task that someone else can do, or is it critical that you do it yourself?
Does the task provide an opportunity to grow and develop another person's skills?

     To Whom Should You Delegate?

The factors to consider here include:

1) The experience, knowledge and skills of the individual as they apply to the delegated task.
2) What knowledge, skills and attitude does the person already have?
3) Do you have time and resources to provide any training needed?
4) The individual's preferred work style.
5) How independent is the person?
6) What does he or she want from his or her job?
7) What are his or her long-term goals and interests, and how do these align with the work proposed?
8) The current workload of this person.
9) Does the person have time to take on more work?
10) Will you delegating this task require reshuffling of other responsibilities and workloads?


                     
     How Should You Delegate?

Use the following principles to delegate successfully:

1) Clearly articulate the desired outcome. Begin with the end in mind and specify the desired results.
2) Clearly identify constraints and boundaries. Where are the lines of authority, responsibility and          accountability? Should the person:
 *Wait to be told what to do?
 *Ask what to do?
 *Recommend what should be done, and then act?
 *Act, and then report results immediately?
 *Initiate action, and then report periodically?


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