Dare To Delegate
by Diana Ryall

How often have you heard someone say I would delegate to but, "It's easier to do it myself". If that is you then consider that every time you take work back you stop those working for you from learning new skills and taking more responsibility; you will continue to shoulder the workload and when you are ready to move on you will not have groomed your replacement effectively. To advance as a manager and respected leader you need to develop the art of effective delegation. Generally team members arrive at work willing to do their best and to build skills. So how to delegate...

Firstly take the time to set the context as this makes it easier to identify outcomes. Make sure you give 100% of your attention to the discussion. Your objective is for others to gain a clear view of the outcomes you seek, the timeline, the resources available and your expectation of them. Give them the opportunity to ask about the project and question the process. Be clear about their authority to proceed.

During the project ensure that you set appropriate review times to check the project is on track. Don't say "Come and see me if you have a problem". A better approach is "Let's review your progress in two days or next week ". A review early in the project is important. At the end of each review have them summarise what has been discussed, set the next review and clarify what will be completed. Feedback is a powerful tool but be mindful that their methodology may be different to yours. Be prepared to listen to their ideas openly. Your role is to help them be successful. Don't be tempted to take it back and finish it off. Be aware that others will complete the project differently, and that can bring a new perspectives and new insights.

Responsibility is the ability to act without detailed guidance. Delegating responsibility will free you to expand your skills. Authority is the power to get the job done. Ensure you have communicated to others that you have delegated this project. This will ensure the team member gets the cooperation that they need. Be clear to the project leader about their level of authority. When the project is completed ensure that the work is attributed to them. Review the project, how it went, identify things that could have been done differently and then ensure that you provide adequate opportunity in your team and beyond to communicate their success. This will make it clear that their ideas, work and skills are valued. The trust and confidence of a manager builds confident, loyal and motivated staff.

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