The Right Way to delegate or Delegation of authority.Rajesh Shethia
To do something right, you must do it yourself.
Power is one’s ability to direct the behaviour of others. Authority legitimises that power. However, as human beings, we often misuse that authority, to our disadvantage. Either we exercise too much of it which makes employees feel suffocated or too little of it that it fails to make an impact altogether. Moreover, strategic business leaders often find it difficult to find a hard-working, efficient and trustworthy employee to perform business-critical tasks. They find it hard to motivate their employees to take the initiative so that they don’t have to impose orders on them. However, finding such people isn’t easy. Hence, they carry out the task themselves, instead of assigning the task to the team. This leads to task overloading at the top level and may either end up in red-tapism on the one hand or stress or burnout on the other hand.
Learn the right way of Delegating or Delegation of authority.
However, is this approach right in the first place? No, because after a certain point, it won’t be feasible to do everything by yourself. You don’t realise that you are not giving enough opportunities for your team members to develop their skills. In the end, everyone feels upset.
Therefore, how do you implement the right approach to delegation of tasks? Here are four steps you may consider:
The delegating or delegation of authority does not mean offloading tasks that don’t interest you or seeking help to complete last-minute activities. Train your team members for the required skill set. Monitor (do not micromanage) if the member is performing the task in the right way or not. Guide and provide able assistance accompanied with friendly reminders. This ensures smooth and effective business operations.
Small Steps to Success
The key differentiator of a good leader is how he/she delegates work to their team members. Assigning critical or complex tasks may burden the team with undue pressure. A balanced approach requires you to begin by delegating small and straightforward tasks; you can test the potential of your team members and even they can work at a comfortable pace. You may also use creative approaches, like conduct pre-tests through activities or case studies to see their specific competencies, note them down, and delegate problems or tasks similar to their abilities to them. This will also allow you to engage them in different projects which not only gives them a chance to specialize but should have a higher satisfaction since they’d be better able to perform those tasks. From an organisational point of view, you can work on multiple projects at the same time, which is more cost effective (sharing of resources etc.).
Risk handling becomes effective because if something is not right, you can evaluate the roadblocks and revise your approach immediately. Successful project completion increases trust and helps explore new ways of doing business.
Avoid generalising your team’s capabilities when you address the top management. Adverse experiences may occur, but that doesn’t mean your team members are not trustworthy. As a manager, it is crucial that you motivate them to work in spite of obstacles faced. Try to keep an eye for stress response triggers, among your employees. Failure can take a considerable toll on the best of us. An essential characteristic of learning organisations is that they see failures as learning opportunities, and encourage their employees to be creative in their approaches; however high the risk of failure might be. You may take up such a plan but use your discretion wisely where to use it. Your goal should be to seek an equilibrium between innovation and cost-effectiveness. Problem-solving is a crucial skill business leaders need to learn today. Be creative in your problem-solving methods. Seek out-of-the-box solutions against tried and tested conventional ways. For each of these, you need to be patient, since these do not yield results fast.
Are you ready to compromise sometimes? Each team member has a unique way of approaching the task. Let them explore the path themselves. Often, we tend to expect a new member to perform at our levels. Give them time to understand the work process and determine a feasible approach. A well-designed induction and orientation can bridge this gap.
A good leader always appreciates the efforts put in by the team members; it helps you as well as your team to hone their skills. These are skills desirable in a transformational leader. Moreover, that’s the kind of leadership beneficial in organisations, to drive the workforce towards target achievements as well as retain employees by increasing their career prospects, job satisfaction; motivation levels and so on.
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An expert in the field of Business Development and Human Resources