Collaboration Is Critical to Effective Delegation of Work
Managers of business units charged with responsibilities that drive business growth and development are in the people leadership business. The over-all responsibility is to get important work done through others. Execute work through people. This is a team building, communication and execution process. Done correctly, you developing a high-performance team. Done poorly, your business unit becomes the “bad news bears.” In the end, it is all about effective delegation management.
What leadership ingredients make a big difference in building a team that executes?
Of course, there are many traits for success. Among the top key criteria will be collaboration. Managers who try to lead by “here’s MY project plan, now get it done” are doomed to over-all sub-par performance. Why? Because team building is about buy-in. Team management is about inspiration. Execution is about commitment. These things only come about in a collaborative environment.
The manager who manages as the “lone-wolf”, who sets things up by themselves and expects others to accept the managers plan and just work through, it will find less that satisfactory results. When taking on important assignments and projects, the Top Managers are receptive to ideas and suggestions from the team. They are self-confident enough to test their project plan ideas or decision making by asking for ideas and feedback. They are secure enough to accept other views and even critical feedback.
Certainly, the manager begins the process with a draft plan or decision tree in mind. The next step, by top managers, is to bounce their plan or idea off the business unit. They bring the unit or key players together and review the objective. They share their plan and insights. Next, they actually ask for feedback. Successful managers and leaders test their plans against the ideas and insights of their business unit. When good ideas or suggestions surface, they are quick to recognize the contribution. This recognition sends the right message and builds the managers credibility.
You can hearken back to an age old maxim, “people support what they help create.”
Where the manager’s business unit feels like they have contributed to the plan or the business decision, they will want to make it work. Execution will be faster and of higher quality. Each member of the team has a stake and success will reflect positively on them. This technique requires the manager to “take a breath.’ Don’t try to move to execution so fast that you skip the important collaborative process. Want to build a reputation for effective delegation and assignment execution? Build around collaboration.
Available Resources: You can learn more from our e-books, “Management By Delegation” and “Delegating Through the Lens of the Employee” bringing real world experience and proven tools to managers world wide. Our Programs provide tested procedures, proven skills and valuable management delegation insights for those who manage people for results.