{"id":1832,"date":"2019-09-19T06:20:43","date_gmt":"2019-09-19T06:20:43","guid":{"rendered":"https:\/\/staging.miick.com\/?p=1832"},"modified":"2021-08-20T18:48:46","modified_gmt":"2021-08-20T18:48:46","slug":"effective-delegation-steps-to-take-benefits-to-celebrate","status":"publish","type":"post","link":"https:\/\/miick.com\/effective-delegation-steps-to-take-benefits-to-celebrate\/","title":{"rendered":"Effective Delegation: Steps To Take, Benefits To Celebrate"},"content":{"rendered":"\n

Delegation is a core skill of, and benefit to, effective leaders. Case after case shows delegation is more often poorly done, than done well. Delegation is also one of the biggest challenges that leaders face. There\u2019s opportunity here!<\/p>\n\n\n\n

Yes, you could do this thing you\u2019re about to give away. And, you know you\u2019d do it right. At the same time, with all you and I have to do, the most effective action we can take, if we can trust the process, is to give this task away! Give it away. You got it, delegate!<\/p>\n\n\n\n

However, giving away the task, does NOT mean, throw the keys at somebody and say, \u201cYou\u2019ve got it!\u201d<\/p>\n\n\n\n

To Delegate effectively there are some important action steps to take. Make no mistake, it\u2019s worth working through these steps because effective delegation can bring strong benefits.<\/p>\n\n\n\n

First, the steps to take, then the benefits to celebrate! <\/strong><\/p>\n\n\n\n

6 steps to Delegate Effectively:<\/strong><\/p>\n\n\n\n

  1. What needs to be accomplished?<\/strong>
    Be as clear, as definitive as possible. Name the goal, name the timeline, name the budget, name the resources. <\/li>
  2. Why this is important!<\/strong>
    Name the biggest reason you can think of and share why this task\/event is important! The bigger the \u201cWHY\u201d, the more likely the job will be done well, e.g., jobs will be created, top line will expand, profit sharing of the bottom line will expand, new markets will be created, a new door will likely open for you, are all examples of big \u201cWhys.\u201d And, be clear, because I ask you to do this, and I\u2019m your boss, is more a whip than a why.<\/li>
  3. Why YOU are the right person! <\/strong>
    Think through and share why the person you\u2019ve picked is the right person. E.g., \u201cSusan, you have the skills to do this, you\u2019re ready for the challenge and the opportunity!\u201d And, it\u2019s okay to say no! Success for the goal is imperative and so too, success for the person to whom I\u2019m delegating. Pick someone who wants the gig! <\/li>
  4. How will this get done?<\/strong>
    Check in, be a resource; hear the action steps, suggest ideas based on experience.<\/li>
  5. What is the check back?<\/strong>
    For someone new to your process, check back is likely going to be sooner than later and more often than not. This does not mean micro manage. It does mean, check in, verify progress against budget, timeline and deadline. The more proven the track record of your picked lead person the longer the check back period can be. The less experience, check back more often. This is not to micro-manage. It is to support and guide possible solutions. Be a resource and have resources ready.<\/li>
  6. Keep a window to Course Correct!<\/strong>
    With points 4. And 5. Check back often enough that if the process is off course, we can course correct. An eleventh (11th) hour miss is too late to fix. Again, this is not micro-managing, it IS effective check in on progress reports to ensure success.<\/li><\/ol>\n\n\n\n

    Here\u2019s what you win with effective Delegation!<\/strong><\/p>\n\n\n\n