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A Sound Delegation Process

Why is delegation so important? Patently, just because we are capable and skilled, we literally cannot do everything ourselves and it’s all too easy to inadvertently become the blockage in the pipe of effective results.

Partners do tend to be control freaks and therefore the natural tendency is to micromanage and of course, micromanagement is the enemy of leverage and leverage in turn, is the ultimate business model aim.

There are clear advantages to the delegator of effective delegation:

Freedom – of time, thoughts and energy.

Focus – freedom enables space for the delegator to focus on their priorities.

Empowerment – it motivates, provides status and is a major learning experience for them.

Speed – decision making is greatly sped-up.

Culture – it builds a positive business culture and more later on this aspect.

Continuity – it delivers leverage and mitigates the risk of over reliance on individuals.

Succession – it can effectively groom a successor.

Poor delegation frustrates and it really isn’t a straight choice between hoarding of tasks OR dumping tasks and the common mistakes of ineffective delegation are poor briefing, interference and creating a fear of failure.

This reflects poor balance between authority and responsibility. When people have too much responsibility and not enough authority, they feel frustrated and disempowered.

My recommended best practice delegation process is:

  1. Define the outcomes required.
  2. Select a delegate suitable for the outcomes required.
  3. Assess the suitability, skills and resources.
  4. Ensure the delegate understands their authorities and responsibilities and is comfortable with them.
  5. Articulate the outcomes and task timelines and ensure agreement.
  6. Provide support and encouragement throughout and don’t cross agreed authorities.
  7. Reflect on the results against outcomes and feedback for both parties’ learnings.

That’s the recommend delegation process, so over to you to implement it!