Delegation

Good people managers are always seeking a win-win situation. The present business climate, where results are more important than the effort put in to achieve them, presents such an opportunity through successful and effective delegation.

A manager who delegates will have more time to manage his team and develop himself. Both of these items are vital ingredients for successful management and enhance the delegator. This is the first 'win'. The second is that delegation is crucial for the development of team members. Delegation presents staff with opportunities to gain new skills and experience whilst building their self-confidence and improving motivation and job satisfaction.

The potential rewards gained from delegation are high, and the risks are of the same order. It is a Manager's responsibility however to ensure that their team possess the necessary skills to be successfully delegated to. When we ask some managers why they don't delegate more (or at all), the answers tend to be that that they can do it better or quicker, or that their staff don't have the skills or ability to do the task. However, these perceived deficiencies are the Manager's responsibility. It often seems that the real cause is a more uncomfortable answer of protecting their own patch at all costs.

T.I.P. (To Improve Performance)

• Choose people who have the skills and abilities to do the job - if they don't you have a training issue, not a delegating one.
• Try not to tell them how to do the job, let them use their imagination and initiative. One day they may do the job better than you. Take this as a compliment - they had a good coach.
• Build their confidence. If something isn't done right the first time then provide
• Once the job is done, evaluate it and say thank you.

Remember: Delegation is key to quality leadership. It develops trust, respect and loyalty. Be brave - go for a win-win.

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