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How to get others to do your work, so you can get on to what youre really suppose to be doing. Or..
Delegation:
The science of delegating, or investing with authority to act for another (dictionary.com) OR. the distribution of responsibility and authority to others while holding them accountable for their performance.
Why Delegate?
To use skills and resources already within the group To keep from burning out a few leaders To develop new leaders and build new skills within the group To get things done
To prevent the group from getting too dependent on one or two leaders To become more powerful as a group To allow everyone to feel a part of the effort and the success Group members feel more committed if they have a role and feel needed
Delegation:
The act of delegating, or investing with authority to act for another (dictionary.com) OR. the distribution of responsibility and authority to others while holding them accountable for their performance.
Why Not?
its too hard! it takes too much time!
Read through the 10 barriers to delegation. For each barrier, reword the statement to reflect a rationale for delegation rather than a barrier.
L-Let go
S-Support and monitor
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
Supervision of subordinates Long-term planning Tasks only you can do Assurance of program compliance Dismissal of volunteers/members/p arents, etc.
Look at individual strengths/weaknesses Determine interest areas Determine need for development of delegate
What-Why Statements
Determine who would serve as your best delegate for each of the tasks.
Compose what why statements for each of the 5 tasks brainstormed.
Demonstrate Clearly
Show examples of previous work Explain objectives Discuss timetable, set deadlines
Ensuring Understanding
Clear communication Ask for clarification Secure commitment Dont say no for them Collaboratively determine methods for follow-up
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
Let go
Communicate delegates authority Step back, let them work Use constrained access Dont allow for reverse delegation
Schedule follow-up meetings Review progress Assist, when requested Avoid interference Publicly praise progress and completion Encourage problem solving
In your group, select one task from your previous group work. Determine 5 techniques that would be effective for supporting/monitoring the progress of a delegate.
Delegation Stressors
Loss of control?
If you train your subordinates to apply the same criteria as you would yourself, then they will be exercising your control on your behalf.
Delegation Stressors
Delegation Stressors
Information and decision-making not shared by the group Leaders become tired out When leaders leave groups, no one has experience to carry on Group morale becomes low and people become frustrated and feel powerless The skills and knowledge of the group/organization are concentrated in a few people New members dont find any ways to contribute to the work of the group.
And, finally..
The secret of success is not in doing your own work but in recognizing the right [person] to do it.
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