Why master the art of delegation?  In order to optimize, maximize and monetize results that drive greater  effectiveness, success and less toxic stress

10 Steps to Masterful Delegation  

A simple delegation rule is the acronym SMART.  Delegated tasks must be Specific, Measurable, Agreed Upon, Realistic, and Timebound. If you can't check these points don't delegate it. 

1.  Define the goal and the task.  Focuson the goal you want to achieve and confirm in your own mind that the task is suitable to be delegated.  

2.  Select the individual and clarify the 3 critical W’s.  What are your reasons for delegating to this person? What are they going to get out of it? What are you going to get out of it?   

3.  Assess-ability, i.e. training or coaching needs.  Is the other person capable of doing the task? Do they understand what needs to be done? If not, you should not delegate this task to them. 

4.  Explain the reasons, because this builds engagement and effectiveness.  You must explain why the job or responsibility is being delegated to them. What is the importance and relevance of the job/responsibility? Where does it fit in the overall scheme of things?   

5.  State required results.  What must be achieved? Clarify understanding by getting feedback from the other person. How will the task be measured?Make sure they know how you intend to decide that the job is being successfully done. 

6. Consider resourcesrequired.  Discuss and agree what is required to get the job done. Consider people, location, premises, equipment, money, materials, other related activities and services.

7.  Agree on Deadlines.  When must the job be finished?Or if an ongoing duty, when are the review dates? When are the reports due? And if the task is complex and has parts or stages, what are the priorities?   

8.  RED FLAG. At this point you may need to confirm understanding with the other person of the previous points, getting ideas and interpretation. Remember communication 101, the other person is hearing what you are saying through his or her personal filters.  Just because you were very articulate, does not mean that they understood what you meant. Make sure that you have them mirror back what you have said so that you are both on the very same page.

9. Methods of checking and controlling must be agreed upon.  Failing to agree this in advance will cause this monitoring to seem like interference or lack of trust.

10.  Build trust and communication.  Put check and balances in place that allow the person you are delegating to leeway to fail forward.  If there are errors, put a system in place that will catch them; and, use them to  motivate and empower the person who made an inadvertent error to fail forward.

 

Stay tuned for my next posting:  Delegation Communication Guidelines!