If you’ve been following this delegation conversation, you’ll remember that every effective delegation must come with specific responsibility and authority. That’s why the Levels of Delegation are critical to delegation success.
With that in mind, it’s worth considering the best steps for an effective delegation.
Here are five steps you as a leader need to take when delegating any task or project:
1. Decide on the right person
This might go without saying, but to be sure: Not everyone is capable of every task. I’d hate for someone to delegate accounting to me. Previous bosses never did that, so I’m assuming they recognized my other abilities.
When you prepare to give away a job or task, consider what will be required and ensure the person you select has the innate skill and margin for success.
2. Specify the desired results
Read (or reread) the Levels of Delegation. Defining the level defines the desired result.
3. Develop a timeline
This is an often missed step. The person on the other side of your delegation needs clarity on task and time. By time, I don’t mean, “this is important.” That’s not specific. Delegate with deadlines. If the job is multifaceted, define the timelines for each segment of the work.
“Develop” doesn’t mean dictate, though. Developing a timeline means you, as the leader, involve the person on the other side of the delegation input on the timeline. It’s unfair to expect someone to meet a deadline when they aren’t allowed input on the timeline.
4. Define the individual’s or team’s authority
Authority is critical to success. Please never give away a task or project without the necessary authority to finish the job. And don’t assume authority is assumed. Be clear that you are giving them the power needed for the delegated responsibility, especially in Level 3 or Level 4 delegations.
5. Remain available
No matter what the level of delegation, you should remain available to support the task or project. Don’t abdicate when you delegate. Remain engaged to help. That’s not micromanaging — that’s good leadership.
I know what some of you are feeling: This will be more frustrating than just doing it myself. Maybe. But what I do know is a lack of delegation brings much worse results than frustration.
Remember, the goal of successful delegation is neither to micromanage everything nor to abdicate your role completely, but to create personal margin, develop other leaders, and increase overall capacity and output.
