Delegation... an alluring leadership trait is entrusting your team to a task or specific job which may or may not be completed as desired. Despite the risk of not getting a task completed as expected, leaders delegate.
My experience in delegating work has given me extraordinary results and enough quality time to complete other important jobs. Not only this, but I am able to develop more confident team and many of them are successful leaders.
The delegation portrays the leadership skill of a person because, by delegating tasks, one can cultivate the skill of the team. It has vital importance for a leader. The phrase used is 'Delegation of authority' since one is simultaneously delegating the authority in order to decide and act for the outcome. It exhibits the confidence of a leader in his team.
Delegate means giving ‘control of processes’ and then expect a correct outcome. Now, giving control does not shift the responsibility of the outcome. Thus, while delegating, leaders need to have a rational assessment of task level, its importance, and the expectation, which needs a clear-cut progress monitoring process.
Delegation seems a complex process that needs constant monitoring, correcting path with explanation to get the outcome as per expectations.
The need for delegation can be questionable. So why do we delegate? One of the best reasons is once we delegate work, it gives an extra time, to complete other important work. Thinking that ‘I can do the job better’ does not work well. Once the job is delegated, the team begin to develop a skill set, that is eventually used in the long run.
You will always have control over the outcome.
Choosing the correct task to delegate is the mantra for successful delegation of work.
There are few points to be considered while delegating any task;
Routine task of importance.
The interesting task to keep team morale high.
Tasks based on their skill level.
A time-consuming task so that ‘a work space’ is created with extra hours, which also justifies the delegation of any specific task.
However, few confidential tasks cannot be delegated, similar for the task that needs specific expertise. Computer-based tasks are simple to delegate, being firstly they are time-consuming and the importance of confidential level is less. However, any task related to the planning matters or strategy-oriented should be avoided.
Another important aspect is to choose the time because of the completion and quality of the job, both are vital.
Time is an essential factor while delegating a task. If any job needs much explanation and needs continuous monitoring, then own time flexibility is to be first.
Another factor is the timeline. If the job needs to be completed within a tight schedule, then better contemplate it before delegating.
Finally, if the job is not completed up to standard and you are busy with work, then it will take much more time to review.
Before delegating, the leader needs to evaluate their schedule and also the timeline of the task. We base the right person for delegation on his work style, workload, experience, knowledge, and skill level of the team.
Although delegation means empowering your team however, the job needs to be correctly completed.
Expectations, while delegation is to be cleared much before the task begin. The desired outcome of the task is to be explained clearly while delegating any job. Explaining to the team why the job is being delegated to him is an important part of the delegation. This will help the team understand the skill set they possess and also the way to brush it.
Another important point of delegation is to explain the limit or the limiting factors. Once the team understands the parameter within which the job is to be performed, it becomes easy to monitor and correct it if any changes are needed. the leader can maintain the quality of the job and workflows within the controlled limit.
Next is the timeline, which needs to be followed constantly so that timely completion can be ensured. Answering all queries of the team regularly speeds up the performance level.
Feedback loops, another way to ensure all is in line, and the leader continues to have confidence in the team. Leaders need to maintain a fine balance of ‘feedback’ and ‘freedom’ so that team feels empowered;
A progressive check of the task given is necessary, but if the task results in a micro-managing, delegation losses its purpose. While maintaining a schedule for feedback and explaining the challenges leads to successful completion of the task.
Once the team starts deciding the path then, regular checks or feedback loops ensure it does not get drifted from the track. Freedom in task is important however, reaching a target needs a set path.
Another necessity is to give ‘constructive feedback. It has to be job specific and two-way feedback, which will allow skillful learning and gaining confidence by team members and completion on task within set target.
Delegation is empowering others, but the job needs an approprate completion.
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