Without delegation, business leaders will not maximize potential and thus be less effective leaders. Delegation is not simply giving out “to-dos”, but rather having calculated conversations and plans to go along with the process.
Identify the Delegate: You have to know, or at least an idea, who will be accomplishing tasks. Before selection, ask yourself why you are selecting this particular employee? What does this individual add to the organization? Will the delegate receive any personal gain from this task? The next stage is to have a discussion with the employee regarding a delegated task. Have solid reasons why you chose a particular employee. Do not use this discussion as a comparison of other employees or a time to give dishonest reasons for your selection.
Explain the Relevance of the Task: The conversation shift gears to, “what’s in it for you as well as what’s in for the organization.” If you have given the employee honest reasons for your selection, the employee will begin to believe in the task. A key stake in this process is the employee’s belief the task is important to the success of the organization. This can be considered “connecting the dots.”
What Does Success Look Like: This step may appear simple, but is the most critical step in the process. Assumptions can have a ripple effect, which can lead to failure. Explain to the employee what your expectations are for the task, expected outcome after completion, and what the definition of a successful task entails. If the employee has performed well in the past, use those experiences as anecdotes to show successful completion of tasks. This is another tool to get the employee to perform at their maximum capacity.
The Needs of the Task: Once you have explained a successful task, ask if the employee needs anything to accomplish the task. At times, the smallest tasks may need the largest tools. Remember, we cannot assume all tasks need no tools or training. Ensure all available resources are readily available to the employee performing the delegated task.
Do They Understand/Will They Perform the Task: The final stage is the employees overall commitment to the task. Selection of the right person, description of the task, successful application, and resource finding are crucial, but if the employee does not want to do the task, then you will have to start over at square one. If you have selected the right person for the task, then steps 2-4 will fall into line. Once commitment is given, the selected employee is ready to perform the delegated task.
Delegation is a key component of business. Great business leaders cannot hope to be successful doing everything themselves. Follow the outlined steps and you will successfully delegate tasks within your organization.