Effective Delegation is a Process
Successful managers and executives have mastered the fundamental concepts for effective delegation. The basic process behind delegating work assignments and projects form the engine behind outstanding execution. Here are the top level fundamentals.
- Plan the assignment or project
- Select the person or team for assignment
- Consider the individual abilities and communication needs
- Delegate the assignment
- Follow-up with progress reports and coaching
- Conduct a post assignment review
Whether the assignment is a simple one person project or a complex team project, applying these six techniques will provide the manager with the best opportunity for success. Projects, even small ones, need to have a plan that includes the steps, resources and timetable for completion. To the extent possible, the manager needs to select the right person or persons to undertake the tasks.
Individual Communication Skills Must Be Part of Successful Delegation
A key delegation concept is to understand the way each individual will communicate and process the assignment. This is the process of “seeing things through the eyes of the employee.” This leads into a more effective interaction when delegating the assignments. People must be understood and treated as individuals for the bet result.
Imagine have two people being assigned a project. One is new to the business unit and lacks deep experiencing and the other is a veteran with a proven track record on the work being assigned. Do you really think the will “hear” the assignment in the same way?
Once the assignment or project is completed, the manager conducts an in-person review of what worked, what didn’t work and what can be done to improve. and recognition are part of this step.
As the assignment unfolds, the manager needs to have planned and unplanned progress reports and check-ups. The frequency will depend on the importance of the assignment and the skill level of those completing the tasks.
This process forms the successful 6 step concept behind delegating and assigning work for productivity and performance. Busy managers and executives can over-look or take short cuts in planning and delegating important work. This directly effects productivity. Expediency is not excuse. In the end taking short cuts on the proven concepts of effective delegation will come back to bite you! Why not apply the 6 concepts with every important project or assignment. This is the best way to build a high-performance business unit.
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We have maintained that getting important things done through effective delegation is at the core of effective management. There are professional, careful and thoughtful techniques for managing the execution of projects and assignments. Delegating work for results is a core competency. Sometimes, however, the manager just has to act to “get shit done.” Take a look…
Get Shit Done: The Worst Startup Culture Ever
“Just know, as soon as you start using “Get Shit Done” as a management tactic, …
If you have someone working with you or for you, that you know is talented but just hasn’t been as productive as they were in the past, they’re probably wondering the same thing… “Why am I under performing?” It’s not like they want to be a poor performer.
A true manager will actually seek out the root cause of the problem, and solve for those issues.
Obviously, if they could perform better, they would. Understanding WHY they haven’t is the key to solving the problem.
There aren’t just productive people and unproductive people. Everyone has the potential to be productive or unproductive. There aren’t people who are A players and C players. Just people who are performing at an A level and at a C level.”
Under performance is an issue for most managers at some point. It hurts the team and it kills productivity. We have heard it all before, “get the right people on the bus and the wrong people off the bus.” Sounds so simple and in fact it is very basic. Yes, you have employment rules and HR requirements but it is still the managers job to protect the productivity capabilities of the business unit.
One of the key trends for the future of successful management is the evolving study of psychology. Managers must understand how their people are thinking, what motivates them to perform and how that plays into the team setting. The study of psychology is ove of the keu trends for successful management. Take a look here…
Feb 28, 2011 … Based on a survey by Harvard Business School publication Working Knowledge, conducted among reputed faculty at the School, here are five trends. Based on responses from the reputed faculty researchers, we take a look at five areas or trends which are emerging as the key influencers of business and management in the 21st century and are also likely to spawn a good share of research in the domain.
Managers who take time to stay abreast of the trends will have the best chance of continued growth and development.
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When it comes to effective delegation, leaders manage but not all managers really lead. Basic management is often thought of as organizing work activities and directing people’s efforts around them True enough, but as managers advance in the organization, learning to be a real leader becomes more and more critical. When managers find their people not really following, a reluctance to “buy into” where the manager wants to take the unit, a basic leadership flaw if present. A fundamental to successful leadership is “selling the vision” of where the business unit is going, why it is going there and how the team will execute the plan. This aspect of leadership is so important, we found a resource to help managers learn how to build follow-ship.
If you feel like your employees aren’t standing behind you, here are eight reasons why.”
A manager who really wants to learn and grow will take a hard look at the 8 reason that people don’t follow their leader. Try to ascertain in an honest self-coaching way, which area might be a problem. Ask people around you that you can trust to assess your delegation skills and how effectively you are leading as well as managing. Most significant leadership skills are learned. finding areas for improvement is an important aspect of any management development program.
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Failure is just a set-back waiting to help you succeed!
Whether you are a manager, executive or small business owner desiring to manage your business unit and delegate projects and assignments successfully, understanding the power and leverage of failure is a core competency of the highly successful person or organization. The statistics and data on failure rates are telling (see the infographic below). That said, understanding the dynamics of where failures and set-backs can take you separates the high-performance business from the all-so-rans.
Fear of failure is among the strongest negatives standing in the way of managers and executives who need to be out in front, breaking new ground, building a culture of innovation. Re-thinking how to evaluate failure and leverage the untold power of how it can change your thinking is the next great break through for many managers.
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It has been said in management circles that you learn more from your failures than from success. That is true for managing people and delegating effectively. Failure cause a sting that can lead to constructive re-assessment. Success is a strong self-confidence reinforcer.
“Our successes are important to us for deep psychological reasons. From the vantage point of the unconscious mind, they stand for more than mere outside achievements. They stand as evidence of our potency, competency, and capability. They serve as reassurances that we have The Right Stuff—the psychological resources to make it in this world. They tell us that we are safe, that we can survive.
The unconscious mind, they stand for more than mere outside achievements. They stand as evidence of our potency, competency, and capability. They serve as reassurances that we have The Right Stuff—the psychological resources to make it in this world. They tell us that we are safe, that we can survive.
Failing to make the right choice or get the interview, the date, the job, the good score, the book deal, or the lasting happy relationship. These experiences of failure shape us as much as any successes we ever have”….More at Got Success? Or Failure? | Psychology Today
Samuel Beckett wrote “Tray Again…Fail Again” Every set-back, every mistake, when used as a means to find a better way, to re-assess options, to develop better skills, is a catalyst for ultimate success. Effective management, whether delegating, planning, executing or reviewing requires the element of calculated risk. Learn from failures and set backs and find a new and better path.
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