One of our favorite family things is to watch Cricket. Although I take the least interest in watching sports, what I like more is watching my family’s reaction, especially when our batsmen are chasing runs.
For many viewers, it seems simple but what both the batsmen are doing is way more difficult. If you watch Cricket, you might be able to recall moments when our team lost wickets because of the misunderstanding or lack of understanding between the two batsmen on the field.
Just as any sports captain delegates responsibilities to their team members, the manager should also have a divestment strategy to transfer your responsibilities effectively.
Though delegation is a part of managerial roles and skills, not every manager can pull it off well. That’s because delegation is more than transferring workload; it involves transferring responsibilities.
Just as running between the wicket delegation or divesting requires trust, honest communication, and coordination.
Why should managers consider divesting?
Delegation or divesting is a great way for managers to share their burden of workload and responsibilities not only to get the stuff off their plate but also to encourage their team to take responsibility and learn new skills.
And let’s highlight one fact here, even superheroes need help at times to save the world. And as a leader, you shouldn’t do everything yourself.
Once you learn the importance of delegation and start to implement it through your action, you will show your trust in your team members, their abilities, as well as discretion. This will further encourage your team to put their best into work and yield effective and efficient results.
How to delegate effectively?
- Choose the right person
Delegation is more than passing the workload, and you shouldn’t assign tasks to just anyone.
As a leader, you should learn about your team members’ strengths, weaknesses, skills, and abilities to know who can handle which responsibility.
One trick to make the delegation process easier – sit down with your team and discuss the list of tasks you want to delegate. Letting them choose the tasks will enhance their willing participation and trust in you as a leader.
- Explain the reason for delegation
It’s not always possible for the managers to discuss the delegation with the team. In case if you are giving some responsibility to your team member or a peer out of the blue, share with them your reason for doing so.
Understanding the context of why you are delegating certain tasks to them specifically will help them understand and perform their job better. Furthermore, showing them this transfer of responsibility as an opportunity to learn new skills and grow in their career.
- Provide the instructions
Once you have decided the “what” and the “who,” the next step is to discuss the “how.” Once you have delegated certain tasks to your “chosen one,” your responsibility doesn’t end rather, it starts from there.
Just as how Professor Dumbledore had provided Harry, Hermione, and Ron with the necessary assets and set of instructions to use them to achieve their goal (defeating Voldemort), as a manager, you should also share the necessary information with your team.
As a delegator, you should share the goals and milestones that you hope to achieve with your employees. Equip them with the right information and resources, provide training if needed.
Then let your team decide how they want to achieve these goals while you track the work without micromanaging. Remember, other people might get the same work done in a different way than you do.
While these tips will help you become an effective delegator, one extra step on your part will ensure getting the delegated work done properly. And that extra step is delegating authority along with responsibility.
Giving your team members freedom of decision will help foster a culture where your employees feel free to ask questions and make decisions to complete the delegated work.