DELEGATING...

If you work on your own, there's only a limited amount that you can do, however hard you work. You can only work so many hours in a day. There are only so many tasks you can complete in these hours. There are only so many people you can help by doing these tasks.

And, because the number of people you can help is limited, your success is limited. However, if you're good at your job, people will want much more than this from you. This can lead to a real sense of pressure and work overload: You can't do everything that everyone wants, and this can leave you stressed, unhappy, and feeling that you're letting people down.

On the positive side, however, you're being given a tremendous opportunity if you can find a way around this limitation. If you can realize this opportunity, you can be genuinely successful!

One of the most common ways of overcoming this limitation is to learn how to effectively delegate your work to other people. If you do this well, you can quickly build a strong and successful team.

This is why delegation is such an important skill, and is one that you absolutely have to learn!

Why People Don't Delegate To figure out how to effectively delegate, it's important to understand why people avoid it. Quite simply, people don't delegate because it takes a lot of up-front effort.

Delegation allows you to make the best use of your time and skills, and it helps other people in the team grow and develop to reach their full potential in the organization.

When to Delegate Delegation is a win-win when done appropriately, however that does not mean that you can delegate just anything. To determine when delegation is most appropriate there are five key questions you need to ask yourself:

• Is there someone else who has (or can be given) the necessary information or expertise to complete the task? Does the task provide an opportunity to grow and develop another person's skills? • Is this a task that I should delegate? Tasks critical for long-term success (for example, recruiting the right people for your team) genuinely do need your attention.

To Whom Should You Delegate? The factors to consider here include: 1. The experience, knowledge and skills of the individual as they apply to the delegated task. 2. The individual's preferred work style. 3. The current workload of this person.

How Should You Delegate? 1. Clearly articulate the desired outcome. Begin with the end in mind and specify the desired results. Be specific! 2. Clearly identify constraints and boundaries. Where are the lines of authority, responsibility and accountability? 3. Match the amount of responsibility with the amount of authority. Understand that you can delegate some responsibility, however you can't delegate away ultimate accountability. 4. Provide adequate support, and be available to answer questions. Ensure the project's success through ongoing communication and monitoring as well as provision of resources and credit. 5. Focus on results. Concern yourself with what is accomplished. Allow the person to control his or her own methods and processes. This facilitates success and trust. 6. Build motivation/commitment. Discuss how success will impact financial rewards, future opportunities, recognition, and other desirable consequences. Provide recognition where deserved. 7. Establish and maintain control.

In thoroughly considering these key points prior to and during the effective delegation process you will find that you delegate more successfully.

Keeping Control & Ownership

Now, once you have worked through the above steps, make sure you brief your team member appropriately. Take time to explain why they were chosen for the job, what's expected from them during the project, the goals you have for the project, all timelines and deadlines and the resources on which they can draw. And agree a schedule for checking-in with progress updates. Lastly, make sure that the team member knows that you want to know if any problems occur, and that you are available for any questions or guidance needed as the work progresses.

Full Acceptance of Responsibility when delegated work is delivered back to you, set aside enough time to review it thoroughly. When good work is returned to you, make sure to both recognize and reward the effort, this will go a long way toward building their self-confidence.