Mouda Delegation

8/6/2019 Mouda Delegation

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Effective Delegation


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You Dont Have to do it all

Yourself !

The Power of Effective

Delegation


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The Art of Delegation

means

How to get others to do your work, so

you can get on to what youre reallysuppose to be doing.


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One of the most crucial and

challengingtasks for managers and supervisors is to

apportion the work among the employees they

manage and supervise.

A lot of managers and supervisors frequentlycomplain that they have too much to do and too

little time in which to do it.

Unchecked, this feeling leads to stress and

ineffectiveness.In many cases, executives could greatly reduce

their stress by practicing a critical management

skill delegation.


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Delegation

is the assignment of authority to another

person to carry out the specific job-related

activities. It allows a subordinate to makedecisions; that is, it is a shift of decision-

making authority from one organisational

level to another


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Delegation

By Definition Is:

The assignment of meaningful tasks,

either operational or managerial, toothers with supervision over time.

By Implication Is Not:

The assignment of simple, unpopular

or isolated tasks at the whim of the

manager as an end in itself.


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Delegation (continued)

Delegation, Therefore, Is:

A process, not an event

A method, not an end in itselfAn investment, not a short-term strategy


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Why Delegate?

To use skills and

resources already

within the group

To keep from burningout a few leaders

To develop new

leaders and build new

skills within the group To get things done

To prevent the groupfrom getting toodependent on one ortwo leaders

To become morepowerful as a group

To allow everyone tofeel a part of the effort

and the success Group members feel

more committed ifthey have a role and

feel needed


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Why Not?

its too hard!

it takes too much time!

nobody can do it as good as I can

nobody else has any timeeither


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Reasons for Not Delegating

No time to instruct others

Can do it quicker and better Might lose credit or recognition

High personal interest in task

Fear loss of control and power


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Benefits ofBeing an

Effective Delegator Gives you more time!

Helps you focus on what is most important!

Allows members to grow in capability andconfidence!

Allows you to develop, coach, and mentor

group members.

Creates opportunities to provide recognition!

Ensures successful results!


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Distinctions That Make

ADifference

Responsibility ownership

Authority legitimacy

Accountability oblegation


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Steps in Delegation

I Introduce the task

D-Demonstrate clearly what needs to be done

E-Ensure understanding

A-Allocate authority, information and resources

L-Let go

S-Support and monitor


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Introduce the Task

Determine task to be

delegated

Determine tasks to

retain

Select delegate


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Introduce the Task


delegated

Determine tasks to

retain

Select delegate

Those tasks you

completed prior to

assuming new role

Those tasks your

delegates have more

experience with

Routine activities Those things not in

your core competency


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Introduce the Task


delegated

Determine tasks to

retain

Select delegate

Supervision of

subordinates

Long-term planning

Tasks only you can do

Assurance of

compliance

Dismissal of members.


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Introduce the Task


delegated

Determine tasks to

retain

Select delegate

Look at individual

strengths/weaknesses

Determine interest

areas

Determine need for

development of

delegate


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Introduce the Task

UseWhat-Why

Statements:

I want you to do..

Because you


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Demonstrate Clearly

Show examples of previous

work

Explain objectives

Discuss timetable, set

deadlines


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Ensuring Understanding

Clear communication

Ask for clarification Secure commitment

Dont say no for them

Collaboratively determinemethods for follow-up


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Allocate

authority, information, resources

Grant authority to determine process, not

desired outcomes Provide access to all information sources

Refer delegate to contact persons or specific

resources that have assisted previously Provide appropriate training to ensure

success


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Let go

Communicate delegates

authority

Step back, let them work Dont allow for reverse

delegation


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Guidelines for Effective

Delegation Clarify the objectives and the

performance standards

Shift authority commensurate with theresponsibilities

Provide necessary support systems

Establish reasonable checkpoints and

deadlines

Review results, not methods


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Symptoms of Poor Delegation

Staff turnover/low morale

Extended hours/burnout Crisis management/missed deadlines

Continued interruptions/constant approvals

Redoing initial work/wasted time

External recruitments/inadequate

internal talent


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And, finally..

The secret of success is not in doing yourown work but in recognizing the right

[person] to do it.

~Andrew Carnegie


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Questions?

Documents

Mouda Delegation