Effective Delegation is developmental, productive and the cornerstone of leadership
In the absence of effective delegation skills, leaders cannot lead and managers cannot manage. Delegation is all about developing skills, challenges and therefore retains best talents, and increases productivity. However even may top leaders face challenge while delegating successfully. These seven steps will help you to delegate effectively. Delegation requires empowerment and trust. You need to empower people, give them the skills and confidence to act and take risks.
One of the important aspect of effective delegation is that you to trust people and understand that mistakes will happen. Mistakes that can be corrected and learned from and that are more than made up for by the progress that is achieved. Delegation is essential precisely because it goes having the right mindset. It is about bringing people with you.
While experience helps, the more important aspects are, attitude, effective communication skills and confidence in self. These seven stages provide a framework to help you delegate successfully:
1. Build foundation
Define the overall objective you want to achieve by delegating. Be clear about goals and priorities and decide how these can be achieved. Plan what needs to happen, and when, and bring people along with you. Winning hearts and minds and making sure people know the reasons for your plan and what is expected of them are essential.
2. Finding the right fitment
Match the person to the task, know each individual, their strength and weaknesses. Also understand what they can do, their potential, what would challenge and stimulate them. It also helps to understand their future career plans. Make the most of each person’s abilities. Look for potential and take risks. With encouragement, training and trust, you will get more from each person.
3 Discuss and agree objectives
Engage people with the task that needs to be completed . Everyone needs to understand your thinking, agree with the plan and be clear about what needs to be done and when. Consider constructive criticisms because it can improve your plan and gain the buy-in of others.
4. Put resources and power in place
Provide the necessary resources and authority.In this way, your people can make decisions and act. Support your people whenever this is needed – they need to know you are behind them.
5. Coach your people
You can have all the right buttons clicked but you must not leave the progress slow down. You must develop and use your coaching skills to guide your people to success. Make sure you do not try to direct or give instructions at this stage. What is important is to let them self discover the solution by themselves. I recommend reading the coaching essentials to help you at this stage.
6. Monitor progress
Ensure that people are accountable for delivering what is expected of them
Having overall goals and interim targets will help and results are met. The goal is to keep people motivated and on track and to provide additional support where needed.
7. Review progress Learn from experience and feedback
Compare and discuss results and objectives with those involved. Look at what worked well and what could have been done better. Use this to improve future plans.
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