Delegation is important, delegation is underutilized, and delegation doesn’t need to be complicated. If you can learn to successfully delegate, you’ll have added an important tool to your leadership toolkit.
Not everything has to be delegated in the same way. Nor does it need to be complicated, but you probably should take some time, even just 30 seconds, to decide how to delegate.
Consider these four “levels” of delegation, and which is appropriate to the task and the ability of the delegate.
Level 1: Take Action, Don’t Report
Some tasks don’t need a lot of detail, explanation, or even tracking. You trust the person assigned the task, or they’ve done the task successfully in the past. She can to act independently. If that’s the case, just go ahead and delegate.
My daughters raises rabbits in our back yard. Reminding her to feed her bunnies is an example of “fire and forget” delegation.
Level 2: Take Action, Report When Done
Either you want to ensure the task is done, or the task requires coordination with others. Be prepared to follow-up if and when the deadline passes. If they’re not responsible, and can’t or won’t do what they said they were going to do, that’s on them. If you don’t hold them accountable for it, that’s on you.
Cleaning out the bunny cage on a regular basis – a dirty, unloved chore – requires follow-up and even inspection to ensure compliance.
Level 3: Recommend Action, Get Approval
We want the delegate to do the research, make a decision, and recommend an action. They may either then be tasked with that action or not.
At this level we really start to see some of the “development” benefits of delegating. As a rule of thumb, if you believe the person you have in mind for this task can do 70% of the work, then go ahead and use them. They’ll need mentoring, coaching, and support, but that will be part of your delegation plan (more on that later).
We had a late season litter of five kits show up a couple of weeks ago. Surprise! The next local bunny and chicken auction (where all this started all those years ago, and where we could sell them at a good margin) isn’t until spring. We had to come up with other options. Listing them on Kijiji, selling them to local pet stores, or getting a second hutch and holding out for a bigger profit at the spring auction were some of the choices she considered.
Level 4: Analyse Different Options
This is appropriate for an especially complicated, challenging, or risky task. It’s also a huge opportunity to get insight into and shape the thinking of the person delegated to. At this level you are explicitly reserving the right to decide which option, if any, to choose. You may also decide to focus on researching and analyzing more thoroughly the most promising options after the initial report.
Since Nichole (the daughter) might be moving out to go to college next fall, we have to start planning for what we’re going to do with the rabbits. You can imagine I have a vested interested in managing this transition, otherwise I’ll be stuck with shovelling bunny poop while she’s away.
Anybody interested in taking over a viable bunny raising business? Hutch included.
Question for the Comments: What is the next steps in your team or organization when somebody fails to deliver what they promised? How does your company hold people accountable?
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Bernie works as a leadership and business coach, consultant, and facilitator. He believes there are simple things outstanding leaders do well, and that not doing anything about bad leadership once you know about it is abuse. Check out what he does with RESULTS.com
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