Managers are evaluated on their ability to achieve goals. The foundation of EVERYTHING within your team returns to the managers ability to plan how to achieve these goals.
More complex goals will require delegation to subordinates to complete tasks within the larger goal. Effective managers have discussions and a method for delegating;
- the proper tasks
- to the proper person
- at the proper time
- in the proper manner
- with the proper follow-up
The essence of good delegation of task assignments (that tie back to the goal) is to stick with the following six steps.
- Be clear about what the subordinate is to do – the “what-by-when”.
- Allow for honest discussions about the specifics and limits of the task.
- Set the proper context for each assigned task; Explain your (as manager), successes, problems, existing goals, complexity and challenges. PLUS your bosses (manager once removed from the subordinate), successes, problems, existing goals, complexity and challenges.
- Ensure that assigned tasks enable subordinates to work at their full-scale capacity.
- Ensure that the task monitoring system (feedback loops) operates effectively and provides useful feedback as required, when required.
- Ensure that the formulation and assignment process reinforces the building of an open and trusting climate-meaning that the tasks are delegated to develop the person NOT to be a “gotchya” test of competency.
*If the level of complexity of the task assignment does not fit the level of work that the person who is delegated the task a Reverse Peter Principle will occur-
Reverse Peter Principle states that within a hierarchy tasks tend to be delegated until they have descended to the employees level of incompetence.
How are you delegating tasks to people? What is your process? The Exponent Leadership Process develops skills + behavior to increase delegation resulting in increased employee performance, and discretionary time of managers + leaders. Contact Mike…to make your team & leaders better!
michael cardus is create-learning
image by Joost J. Bakker IJmuiden
Related posts:
- Reverse Peter Principle: within a hierarchy tasks tend to be delegated until they have descended to the employees level of incompetence
- In Planning Why Does the By-When Matter?
- Goals, Tasks, Purpose, Objective…Call it what you want the work has to get done!
- Goal Setting is Below Us. We Need Higher Level Leadership Training
- 4 Steps to Gathering Information for Manager Effectiveness
another great post michael! these are tips that are usually learned over time (and time again), but we often don’t get until years of trial and error. thanks for putting it down on paper.
Thank you Dave…determining tasks and then using a process to delegate chunks will develop staff. The learning still happens and the only way people can understand and apply the ideas is by actually doing them. Trial and error is the best way and if you can frame the ideas into a system the trial can be more effective.