Dynamic Strategies

Life takes on meaning when you become motivated, set goals and charge after them in an unstoppable manner. - Les Brown

The Art of Effective Delegation

One of the first and most important lessons that managers tend to learn within their leadership roles, is the effective delegation is the key to management success. No manager can do everything on their own, which is why being able to delegate is so important. However, delegation is about more than just handing off unwanted tasks.

There is a great deal of thought and skill involved in delegation, including understanding the “when” and “who” of this process.

While there is no one-size-fits all approach to delegating, there are a few tips that any leader can use in order to better understand the art of delegation and to make sure that they can easily and confidently hand off tasks without worrying about any negative repercussions as a result of their actions.

Start With the Right People

The first and most important step towards delegating tasks as a manager is making sure that there are the right people in place to delegate to. If a manager can’t trust the people on their team to handle most tasks on their own, then they need new people. If they can’t handle these tasks, then why were they hired in the first place? When it comes to mastering delegation, nothing makes the process easier than knowing there are trustworthy individuals to handle the responsibility.

Hand off the Right Responsibilities

There are tasks that should be delegated and there are tasks that shouldn’t be delegated. Someone who truly understands the art of delegation knows the difference between these two types of tasks and understands the significance of each type of responsibility. Managers need to be careful about the tasks that they hand off and that they are focusing not just on the tasks that they want to do, but the ones that actually use their time and their skills in the best possible manager.

Delegation is a difficult undertaking and a strong leader knows which items they need to do on their own and which things they can give to others. They also understand that the act of delegation itself shouldn’t be particularly overwhelming and shouldn’t be more time consuming than it needs to be.

Make no mistake, you can make or break your success on the management path by the way you delegate. The best managers are surrounded by willing staff who are not only able to get the job done, but are also concerned about quality and prepared to go the extra mile.

Offer Guidance

The phrase “handing off the task” shouldn’t be taken literally when it comes to delegation. Tasks should be appointed along with careful instructions instead of just “handed off” without a second thought. Clear and concise instructions should always come with any assignment. Those who are not clear about their expectations shouldn’t expect to get exactly what they want in return. The result will have both parties frustrated and unhappy with the entire situation.

Focus on the Outcome

When delegating a task, managers need to focus on what they want as an outcome, and less on the path that the individual takes to reach this outcome. Every person is going to approach every task in a slightly different manner. A different path to the same outcome isn’t a bad thing. When it comes to effective and efficient delegation, managers need to be able to give one of their constituents a project, expect that they are going to take their own approach to completing it and trust that the outcome is going to be what they want. Managers who can approach delegation in this manner have truly mastered the art of this process.

Communicate Without Micromanaging

When it comes to artful delegation, ongoing communication is key. No team member wants to feel abandoned and unsupported with a task they’ve been given from their manager. Ongoing support, clear and concise communication and answers to questions can all make the entire delegation process go smoothly. Individuals should feel as though they should have constant, ongoing communication from their manager, but not as though they are being micromanaged.