Management Leadership Training – How To Delegate Effectively

In order for a leader to reach their goals, they have to delegate.  Most management leadership training will have a module on delegation, but for the most part those modules just focus on how to tell others what to do.  Delegation involves much more than merely barking out orders for people to follow.  If done correctly delegation can be a big part of not only getting the mission accomplished, but also employee development and employee satisfaction.  Let’s look at some key points about delegation that are often overlooked in most management leadership training.

The first consideration in delegation is the task to be delegated.  Before delegating a task make sure the task is important to the attainment of a result.  All too often in business there is the collapsing of activity with accomplishment.  Just because someone is busy doing something, it doesn’t necessarily follow that they are accomplishing something.   To ensure that the delegated task is necessary, you have to plan out the action steps that are needed to reach your goals.  When you plan, you can clearly see what actions need to be done and who needs to do them.

Once you have determined what actions need to be delegated, the next step is to determine who should be assigned the task.  One consideration for delegating a task is: can the person perform the task.  If the person cannot perform the task ask yourself if this would be an appropriate task to aid in the development of that person’s skills?  One of the benefits of delegation is employee development.

Management Leadership Training – Getting Buy-in

The next step in the delegation process is to get buy-in from the person you are delegating the task to.  This does not have to be some long drawn out conversation.  However, there are two things that need to be clear to the person assigned the task.  They are: What’s the expectation for the final result and why the completion of the task is important.

People want to know what is expected of them.  If they are not clear on what constitutes success, they have no way to tell if they are doing a good job.  This can lead to frustration.  Make sure as part of the expectation conversation you convey when the task is to be completed.  In addition, ensure the person understands by having them tell you in their own words what the expectation is.

Most people want to be a contribution.  When delegating tasks make sure you explain why the task is important and how it contributes to the success of the team.  People will buy-in when they feel the task is important and it contributes to a larger cause.

Lastly, it is the leader’s role to knock down any barriers the person may face in completing the task.  It is important to understand that as a leader who delegates tasks, you are responsible and accountable for the task being completed.  It is your job to ensure that anything that stands in the way of completing the task is removed.

Delegation is more about the leadership of people than managing them.  That’s why it should be a part of your management leadership training.  As with all skills, the more you practice delegating the better you get at it.  Keep in mind the principles outlined here and you will have a solid foundation to effective delegation.