Managing People Through Effective Delegation
“That manager can’t delegate” is really a common complaint against the actual ineffective manager. The senior manager in the business unit has every right to expect managing people, and yet some managers think they have to control everything.from managers or supervisors under them. Where a manager fails to delegate effectively, the senior person must provide objective criticism and coaching on management skills. The project, assignments and the success of managing them depends on it. Managers can not be allowed to hold onto all their assignments and the work-load and not recognize that they have a team to whom they ought to delegate. Successful delegation is among the key responsibilities of the any manager for
Management by delegation isn’t something that always comes naturally or happens immediately. Effective delegation is the result of a process that each good manager works on continuously. The process is something the manager developing the group, and each team member, need to move through various stages until they are ready for delegation.
Coaching the Actual Team for Delegation
The purpose of the effective delegation manager is to know when his her team or team members are prepared for a specific level of delegation. A good manager won’t just wait for this moment to occur. The manager will find ways to coach the associates through various stages of work or skill levels to prepare them for the needed task to be delegated in the future.
The manager works with each person through three stages of development in the direction of delegation:
1. The very first stage is directive managment. This includes telling the associate what work needs to be done and staying with them to direct the completion of the work. This is an extension of training and coaching. The manager will clearly state what’s expected, the procedures and protocols and can expect the team member to follow along with these guidelines. The manager can give instant feedback on performance as well as for areas of improvement.
2. The second stage may be the coaching stage. Here the manager is delegating the work, encouraging the associate and checking the progress of the work. Here they uncover areas for further coaching on skills and work execution. The manager will ask prompting questions to steer the associate in the right direction, and may reinforce or correct certain work skills/ habits properly. The aim is to build up and guide the group member. The manager should have the objective in mind to develop both their knowledge as well as experience, and their capability to make good judgements.
3. The third stage is mentoring process. The manager now communicates the task, assignment or the problem for the team member, and asks the team member to develop solutions. The manager works through this stages, allowing the team member to begin executing the assignment, ensuring they’re on track.
Effective delegation management, the level that creates a high-production team, depends as much on preparation of each employee, this process is among the highest and best uses of the managers time and attention. The result is increased productivity and execution excellence.
(c) Copyright 2012 – Michael D. Moore. All Rights Reserved World Wide
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