Today, we will look at what we need to
consider in regard to "To Whom" to delegate the task.
So, assuming you have a team, be that
employees, volunteers, family etc. you can choose based on the
following:
- Who can do it? In
other words, who has the appropriate skill, knowledge and
experience, and the time and motivation to do it. As well as
no personality querks that would get in the way.
- Who is the best person
to do it? What else do they have on their plate?
- Who could do it - with
support and coaching?
- Who would benefit
developmentally, from doing it? What help
would they need? Who has the time and expertise to provide that
help? What level of direction or support would they
require?
In our leadership programs we delve into
these questions in depth.
Next, we need to communicate the task, and
our preparation using the 7 Step Formula from Part 1, now comes to
the fore. Putting that in writing and giving it to the person
assigned the task ensures greater probability of success and forces
us to provide the necessary resources to get the job done. How
often have you been given an assignment without the appropriate
resources?
When we incorporate all 7 steps there
are No Surprises. When we, as leaders, are clear about
what we want done, and we provide this clarity to our direct
reports, the work gets done correctly the first time. And,
since the quality standards and deadlines are elucidated up front,
there are no surprise on the back end.
Initially, you may feel that the gain from
delegating is not worth the pain and you would rather just 'do it
yourself".
Hang in there. The investment of time now,
will reap sustainable rewards.
Having looked at who to assign a task to,
next time we will consider how best to engage the assignee. Until
then, keep Going For It!
