23 comments on “Delegate. Don’t be a “control freak.””
Can try not to be a control freak , but delegation of duties, easier said than done.!
Like everything in life, Jeen, start small.
Very TRUE sir, and it is joy to see impact of delegation.
Very good advice for new (and experienced) managers and leaders
Like most things, you always learn this the hard way! I used to have “trust” issues while delegating, as ultimately I would end up re-doing the whole thing. But then I got swamped with lots of work!! It finally dawned on me that I could devote more time for refined work only if I delegated. I also realised that the key is in training the staff well, so that you can expect the work done reasonably well!! Hence, I can relate to whatever you have said. So true in all aspects, but sometimes so difficult to execute!
Walking down the path and showing them in detail your expectations, is the key to successful delegation. You can’t throw them into the water without preparation.
Delegating responsibilities or tasks only serves to make the bonding stronger between the Boss and the juniors.Taken in the right attitude the junior member feels puffed up with a sense of importance at being relied upon whilst the senior benefits by the fresh approach and by sharing of the tasks the project/ task is carried out in a shorter time span.However proper delegation should ensure due recognition and praise to encourage and instill a feeling of being a unit .It
will remove any feelings of being taken advantage of by a senior officer to appropriate the glory for himself.
Very important point there, Sri. Credit must be given to the person to whom the job is delegated. Bosses who steal credit are never appreciated.
Delegating tasks is important because the higher-level strategic planning you’re responsible for takes time and energy.
Doing meaningful work and not busy work.
Well said. In my experience Delegation requires excellent communication and willingness to help others grow. More often than not delegation comes with not just a fear of sub standard output but also the need to spend just as much time in correcting or bringing up the quality of the output. So when people view delegation as a one and done approach it never works. But with clear guidance and willingness to support others towards a high quality of work delegation can pay back in multiples.
An excellent point, Krithika. Delegation is in many ways like mentoring, not, as you say, a “one and done” affair.
surely delegating a task is important, but equally important is to choose the right candidate for the right job,and whoever it may be should be trustworthy and let you down?
Prioritise and Delegate are two major steps to Success!
Like a leader does…train or teach it well and let the delegate ‘do it’ well…!!
It’s an art which leads to elevation.
Dhoni is a good example of this process…see what he has done for CSK over the years…!
The best leaders I have worked with delegated and empowered their staff. They would be hands off, set crystal clear expectations & monitor progress.
They only stepped in to guide decision making, make the tough calls and in times of crisis. Talent thrives under such leadership.
Spot on, Amit.
Delegation is a tricky but necessary act. It is tricky because the success from delegation depends on the competency of the people executing it. In industries where there is war for talent (example software) if a project leader is not lucky enough to get competent people to do the work, delegation is still inevitable but managing the team becomes stressful and outcomes are hard to predict. Contrast this to the movie industry where talent is begging for opportunities. Here you delegate with confidence with an inner knowing that the final result is going to turn out well. So sometimes not delegating to incompetent people may be better than managing a disastrous outcome.
Good points, Sairam. If we use the traditional 4-way grid with willingness and ability as criteria, the person we delegate to must be both willing and able. The other three states will be bad choices.
The art of delegating, when done judiciously, sets a collaborative work culture, so essential for growth. And when extra work & responsibility, is recognised & rewarded, it acts as a motivator to the reluctant & unwilling to come forward to contribute & add to the value of the organization. Particularly in schools, if the teaching force is skilled & energised this has a welcome ripple effect on strengthening student abilities & discipline.
Excellent advice, Shobha. It’s also an effective strategy for attracting and empowering introverts in an organisation.
Looking back on my working life I think that all that people say I have achieved is not me but because of the team I fully endorse delegation as a successful tool
Can try not to be a control freak , but delegation of duties, easier said than done.!
Like everything in life, Jeen, start small.
Very TRUE sir, and it is joy to see impact of delegation.
Very good advice for new (and experienced) managers and leaders
Like most things, you always learn this the hard way! I used to have “trust” issues while delegating, as ultimately I would end up re-doing the whole thing. But then I got swamped with lots of work!! It finally dawned on me that I could devote more time for refined work only if I delegated. I also realised that the key is in training the staff well, so that you can expect the work done reasonably well!! Hence, I can relate to whatever you have said. So true in all aspects, but sometimes so difficult to execute!
Walking down the path and showing them in detail your expectations, is the key to successful delegation. You can’t throw them into the water without preparation.
Delegating responsibilities or tasks only serves to make the bonding stronger between the Boss and the juniors.Taken in the right attitude the junior member feels puffed up with a sense of importance at being relied upon whilst the senior benefits by the fresh approach and by sharing of the tasks the project/ task is carried out in a shorter time span.However proper delegation should ensure due recognition and praise to encourage and instill a feeling of being a unit .It
will remove any feelings of being taken advantage of by a senior officer to appropriate the glory for himself.
Very important point there, Sri. Credit must be given to the person to whom the job is delegated. Bosses who steal credit are never appreciated.
Delegating tasks is important because the higher-level strategic planning you’re responsible for takes time and energy.
Doing meaningful work and not busy work.
Well said. In my experience Delegation requires excellent communication and willingness to help others grow. More often than not delegation comes with not just a fear of sub standard output but also the need to spend just as much time in correcting or bringing up the quality of the output. So when people view delegation as a one and done approach it never works. But with clear guidance and willingness to support others towards a high quality of work delegation can pay back in multiples.
An excellent point, Krithika. Delegation is in many ways like mentoring, not, as you say, a “one and done” affair.
surely delegating a task is important, but equally important is to choose the right candidate for the right job,and whoever it may be should be trustworthy and let you down?
Prioritise and Delegate are two major steps to Success!
Like a leader does…train or teach it well and let the delegate ‘do it’ well…!!
It’s an art which leads to elevation.
Dhoni is a good example of this process…see what he has done for CSK over the years…!
The best leaders I have worked with delegated and empowered their staff. They would be hands off, set crystal clear expectations & monitor progress.
They only stepped in to guide decision making, make the tough calls and in times of crisis. Talent thrives under such leadership.
Spot on, Amit.
Delegation is a tricky but necessary act. It is tricky because the success from delegation depends on the competency of the people executing it. In industries where there is war for talent (example software) if a project leader is not lucky enough to get competent people to do the work, delegation is still inevitable but managing the team becomes stressful and outcomes are hard to predict. Contrast this to the movie industry where talent is begging for opportunities. Here you delegate with confidence with an inner knowing that the final result is going to turn out well. So sometimes not delegating to incompetent people may be better than managing a disastrous outcome.
Good points, Sairam. If we use the traditional 4-way grid with willingness and ability as criteria, the person we delegate to must be both willing and able. The other three states will be bad choices.
The art of delegating, when done judiciously, sets a collaborative work culture, so essential for growth. And when extra work & responsibility, is recognised & rewarded, it acts as a motivator to the reluctant & unwilling to come forward to contribute & add to the value of the organization. Particularly in schools, if the teaching force is skilled & energised this has a welcome ripple effect on strengthening student abilities & discipline.
Excellent advice, Shobha. It’s also an effective strategy for attracting and empowering introverts in an organisation.
Looking back on my working life I think that all that people say I have achieved is not me but because of the team I fully endorse delegation as a successful tool