Steps to Delegation
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There are several different ways delegation can be broken down into more managable steps. As with most everything there actually IS a process for delegation. Analysis is part of the delegation process and is the most time consuming part of the process. There are so many tasks that can be delegated. With analysis, make a list of ALL of the tasks that you are responsible for doing. Next, prioritize these tasks in things that need to be completed first, second, and third.Then decide which of these tasks can be delegated. Label these tasks with a "D"
The next step is appointing who will be able to complete the task. Of the tasks created on the list that can be delegated, determine who can do the tasks. It isn't always easy deciding who gets what task. Tasks can be delegated for a variety of reasons including they already have the skills and can get the job done fast or appointing someone to do the task can be because they need to learn how to do the task. Regardless, take your time and think about who can do the task and what the rationale is for selecting this person.
Next comes the actual delegation plan. When delegating a task, don't assume that the person has everything they need. You need to brief them on the what, where, when, and why. Many times, managers leave out this step. As a result, the person who was given the task ends up not completing it correctly because they missed important communication that should have accompanied the task delegated. ALWAYS after a task has been delegated and the plan has been determined, ask the person to repeat what they've been asked to do. This just helps to clarify communication.
Determine steps in the process where progress can be monitored. Both the delegator and the person doing the task should come up with these checkpoints together. During the checkpoints, give feedback! Either redirect their behavior or reinforce what they are doing is correct. If redirection is needed, give suggestions (not demands!) regarding what they could try to accomplish the task.
Finally, celebrate success! After completing a task, give some type of verbal praise or other token of appreciation!
Create your own delegation task list by clicking on the button below.
The next step is appointing who will be able to complete the task. Of the tasks created on the list that can be delegated, determine who can do the tasks. It isn't always easy deciding who gets what task. Tasks can be delegated for a variety of reasons including they already have the skills and can get the job done fast or appointing someone to do the task can be because they need to learn how to do the task. Regardless, take your time and think about who can do the task and what the rationale is for selecting this person.
Next comes the actual delegation plan. When delegating a task, don't assume that the person has everything they need. You need to brief them on the what, where, when, and why. Many times, managers leave out this step. As a result, the person who was given the task ends up not completing it correctly because they missed important communication that should have accompanied the task delegated. ALWAYS after a task has been delegated and the plan has been determined, ask the person to repeat what they've been asked to do. This just helps to clarify communication.
Determine steps in the process where progress can be monitored. Both the delegator and the person doing the task should come up with these checkpoints together. During the checkpoints, give feedback! Either redirect their behavior or reinforce what they are doing is correct. If redirection is needed, give suggestions (not demands!) regarding what they could try to accomplish the task.
Finally, celebrate success! After completing a task, give some type of verbal praise or other token of appreciation!
Create your own delegation task list by clicking on the button below.