mouda delegation
TRANSCRIPT
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Effective Delegation
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You Dont Have to do it all
Yourself !
The Power of Effective
Delegation
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The Art of Delegation
means
How to get others to do your work, so
you can get on to what youre reallysuppose to be doing.
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One of the most crucial and
challengingtasks for managers and supervisors is to
apportion the work among the employees they
manage and supervise.
A lot of managers and supervisors frequentlycomplain that they have too much to do and too
little time in which to do it.
Unchecked, this feeling leads to stress and
ineffectiveness.In many cases, executives could greatly reduce
their stress by practicing a critical management
skill delegation.
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Delegation
is the assignment of authority to another
person to carry out the specific job-related
activities. It allows a subordinate to makedecisions; that is, it is a shift of decision-
making authority from one organisational
level to another
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Delegation
By Definition Is:
The assignment of meaningful tasks,
either operational or managerial, toothers with supervision over time.
By Implication Is Not:
The assignment of simple, unpopular
or isolated tasks at the whim of the
manager as an end in itself.
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Delegation (continued)
Delegation, Therefore, Is:
A process, not an event
A method, not an end in itselfAn investment, not a short-term strategy
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Why Delegate?
To use skills and
resources already
within the group
To keep from burningout a few leaders
To develop new
leaders and build new
skills within the group To get things done
To prevent the groupfrom getting toodependent on one ortwo leaders
To become morepowerful as a group
To allow everyone tofeel a part of the effort
and the success Group members feel
more committed ifthey have a role and
feel needed
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Why Not?
its too hard!
it takes too much time!
nobody can do it as good as I can
nobody else has any timeeither
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Reasons for Not Delegating
No time to instruct others
Can do it quicker and better Might lose credit or recognition
High personal interest in task
Fear loss of control and power
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Benefits ofBeing an
Effective Delegator Gives you more time!
Helps you focus on what is most important!
Allows members to grow in capability andconfidence!
Allows you to develop, coach, and mentor
group members.
Creates opportunities to provide recognition!
Ensures successful results!
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Distinctions That Make
ADifference
Responsibility ownership
Authority legitimacy
Accountability oblegation
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Steps in Delegation
I Introduce the task
D-Demonstrate clearly what needs to be done
E-Ensure understanding
A-Allocate authority, information and resources
L-Let go
S-Support and monitor
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Introduce the Task
Determine task to be
delegated
Determine tasks to
retain
Select delegate
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Introduce the Task
Determine task to be
delegated
Determine tasks to
retain
Select delegate
Those tasks you
completed prior to
assuming new role
Those tasks your
delegates have more
experience with
Routine activities Those things not in
your core competency
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Introduce the Task
Determine task to be
delegated
Determine tasks to
retain
Select delegate
Supervision of
subordinates
Long-term planning
Tasks only you can do
Assurance of
compliance
Dismissal of members.
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Introduce the Task
Determine task to be
delegated
Determine tasks to
retain
Select delegate
Look at individual
strengths/weaknesses
Determine interest
areas
Determine need for
development of
delegate
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Introduce the Task
UseWhat-Why
Statements:
I want you to do..
Because you
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Demonstrate Clearly
Show examples of previous
work
Explain objectives
Discuss timetable, set
deadlines
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Ensuring Understanding
Clear communication
Ask for clarification Secure commitment
Dont say no for them
Collaboratively determinemethods for follow-up
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Allocate
authority, information, resources
Grant authority to determine process, not
desired outcomes Provide access to all information sources
Refer delegate to contact persons or specific
resources that have assisted previously Provide appropriate training to ensure
success
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Let go
Communicate delegates
authority
Step back, let them work Dont allow for reverse
delegation
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Guidelines for Effective
Delegation Clarify the objectives and the
performance standards
Shift authority commensurate with theresponsibilities
Provide necessary support systems
Establish reasonable checkpoints and
deadlines
Review results, not methods
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Symptoms of Poor Delegation
Staff turnover/low morale
Extended hours/burnout Crisis management/missed deadlines
Continued interruptions/constant approvals
Redoing initial work/wasted time
External recruitments/inadequate
internal talent
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And, finally..
The secret of success is not in doing yourown work but in recognizing the right
[person] to do it.
~Andrew Carnegie
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Questions?