When Delegating Know Your People’s Skills
Where a manager has the responsibility to get work done by managing a team of people, there are four attributes that need to be thoroughly understood about each individual under the manager’s direction. These include:
- The “Experiences” of each individual in the responsibilities at hand.
- The “Skill Level” of each person in their job and the Team’s responsibilities
- The “Track Record” of each person in key areas;
- Getting work done on time
- Completing assignments to standards for the work
- Experience at the type of work involved with a new assignment.
- “Ability for Teamwork” both with teams and with specific individuals on the team.
Knowledge of Skill Levels Makes for strong delegation
Armed with a solid grasp of these factors, the manager is in a strong position to delegate work and get results. The manager can Motivate each person more effectively, match People Together on common work assignments and understand “Who” can Work Best Under Pressure where this may be required. It’s all about Knowing Your Team.
So often, I have observed managers just handing out assignments because so-and-so is available or without the slightest regard for the individual configuration of skills and abilities. Even where the team is small and choices are limited, the manger still has the opportunity to assign work to the person best suited to complete it. In many cases, the person best suited is on another project. In this case the manager must decide if the new assignment takes priority. If not, and the manager has to assign someone else, they are still in a position to have the “qualified person’ work with and Mentor the less qualified person.
A a manager, with the responsibility to get things done through others, delegating work assignments in the context of optimizing results by clear knowledge of the individuals on the team is the best route to go. Know the Assignments, Know Your People, Know How to make effective assignments and Win the execution for results game.
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