It might sound easy, but delegating to others is one of the hardest things for many managers to master. Failing to learn this particular art, however, has two major downsides. First of all, if you don’t empower your team members, not only will they never develop their skills to the extent that they are able to produce spectacular results, which will reflect on you as a manager, but they are also likely to become dissatisfied with the lack of challenge in their work and so will be less likely to stick around. Second, if you spend your working life doing things that you already know how to do well, you will not give yourself the opportunity to learn new things and progress in your own career.
So, how do you overcome what are often the control issues that lie at the root of poor delegation? Simply be consistent in following these five straightforward steps:
- Someone with Proven Track Record. Choose someone who has already proven him- or herself in smaller ways.
- Small Tasks to Start. Rather than immediately tasking your delegate with something very challenging, start off slowly and increase the level of work progressively.
- Right Tools and Training. Ensure that the delegate has both the right knowledge and the right tools to complete the assignment.
- Communicate Objectives. Be absolutely clear about what you expect in terms of end results and deadlines.
- Support as Necessary. Let your delegate know that you are available for questions, but hold him or her accountable for the task.
Remember, failure to delegate can damage your career!
[Article first appeared in October, 2010 issue of Family Times, published monthly by Play-a-Round Golf. To have your own copy of the Family Times mailed to you each month, send your name and address to starter@playaroundgolf.net.]
