Rule number one when working with others is to assume nothing because it may make an ass out of u and me. But mostly me because I took you at your word, that you understood what needed to be done and how I wanted you to go about doing it. People aren’t born knowing what they need to know. Always keep in mind that if you haven’t taught someone the way you want it done – don’t assume they will know how.
Worth Remembering … In the digital age you need to make knowledge workers out of every employee possible. – Bill Gates
You may not be able to delegate all the tasks that you do, but you should be able to delegate most of them. I know you can come up with a 1001 excuses why you shouldn’t delegate, but think of it this way. If you don’t delegate some of your tasks you are robbing someone of their opportunity to grow. Do you hire stupid people or do they just get stupid after working for you? Your role as a manager or business leader is to teach others what you know. Your role is not to create followers but to create other leaders. And you can’t do that if you aren’t delegating some of your tasks.
Worth Remembering ... You establish some objectives for them, provide some incentive, and try not to direct the detailed way in which they do their work. – David Packard
Here are 8 easy steps to delegating more effectively:
1 – Decide what you want to delegate: You need to be very clear on what task they are going to do and make sure you give them all the tools they’ll need to be able to perform that task.
2 – Decide who you are going to delegate to: Who is capable, and more importantly, who is willing to take on more responsibility?
3 – Create a “Teachable Moment”: Demonstrate the task – then have them perform the task while you observe – and once you think they can do the task satisfactorily – have them do it one more time for good measure.
4 – Ask questions to ensure that learning has taken place: You need to ask some good open-ended and closed questions to make sure they know what needs to be done. Be sure to give them the opportunity to ask questions too.
5 – Monitor their performance: Follow-up, follow-up, follow-up. Make it a point to check-in on the person shortly after leaving them on their own, just to make sure they are performing the task satisfactorily.
6 – Keep the lines of communication open: Let them know you are there to help – if and when – they want it. Resist the urge to micro-manage.
7 – Hold the person accountable for the results: Standards, like quality, are not open for debate. You must hold people accountable for the results and not accept anything that doesn’t meet your standard. If they think they can get away with less than satisfactory work – then they will.
8 – Praise performance: Recognize what has been accomplished and be quick to offer praise for a job done well.
It’s important that you show trust and confidence in your people. The best way to do that is to get out of their way and let them do it. Results are what’s important, not how they go about doing it. Allow them to put their own personal stamp on it.
Copyright 2016 (c) Brian Smith – Reformed Control Freak. Not to be reproduced without permission. To find out more about Brian and what he can do for you and your organization visit https://briansmithpld.com