I was making mention of the process of delegation and realized I probably needed to review the basics steps of delegation. I thought I might be able to Google and clip a quick 5 steps of delegation and insert the link into the email i was writing. When my search lead me to consternation, I decided maybe there wasnt as much of a delegation consensus as I thought. Because of that I decided to review some materials I had recently prepared and cast my own thoughts into the murky world or delegational data.
Set the tone. Take time to line things up and get it right.
1. Identify project. Gather details and know what the expected outcome is.
2. Communicate need and expectations. It is good to know these on the front side so there is little room for chance.
3. Recruit the right people. Even very good, person that does not have the skill set needed will come up short. Even though people are NOT tools, the adage comes to mind, "the right tool for the right job".
4. Train. Is there specific things that need to be taught? Info to be known?
5. Clear the path. Dont hold back any info, resources or momentum. Get ready to hand the project off and let someone else do the work, get the experience and gain the victory.
THE 5 M's OF DELEGATION
Not sure if i took this directly from someone or if it is common knowledge, either way it is a great look at the 5 steps of Delegation. I could go into detail here, but I think it is pretty self explanatory. The process moves the person being delegated to from nothing to ownership. There are no time tables because each project has it's own. This is the science part of delegation but once you get into it becomes more of an art because there are people involved. Dont overemphasize the task at the expense of the people doing it. Relationship covers a multitude of shortcomings...
1. Modeling (show them what you are doing)
2. Mentoring (you do it and they watch)
3. Monitoring (they do it and you watch)
4. Motivating (they do it)
5. Multiplying (you go on)
DELEGATIONAL DILEMMA (AKA PITFALLS)
1. Micromanagement-a manager provides to much input, direction, and view of delegated work
2. Not clarifying expectations
3. Not managing the process or failing to communicate
4. Not being accountable
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