Business Skills - Tips for delegating - Delegating with style

delegating with style. If I do it myself, it will be far easier, faster, cheaper. Better do you recognize yourself in these words then you may be guilty of hoarding tasks when you could be delegating them. Delegating work is a huge responsibility and it's not something that only leaders need to be able to do well. Anyone who works in a team will probably need to ask a colleague to take on a task at some point, a colleague might need to cover for you while you're on holiday or to stand in for you at a meeting. If you job share, you will definitely need to delegate tasks. Whatever the situation, it's important to create the best conditions for someone else to carry out a task successfully. Delegating is less daunting. If you do the preparatory work, we look here at the techniques and language, you will need to delegate with clarity and style. One giving reasons first explain to the other person why you were delegating a task to them. For example, do you need someone to cover for you temporarily or are you delegating something in its entirety? Whatever the case use language that is appropriate to your position in the organization. A manager can talk about wanting someone to take on more responsibility, but job sharers will probably need to give more practical reasons for assigning a task to one of their colleagues to checking the timing. It's important to check whether your colleagues or team members have the capacity to take on more work. A manager can also suggest freeing up time for a task if it has priority be prepared to negotiate on the timing, three assigning tasks, which tasks should you assign to others, which one should keep for yourself instinctively. You may want to get rid of the things that you hate, but that might be counterproductive. In the long run, your colleagues will soon recognize your approach and may resent you for it and when you really need them to cover for you, they may not be as accommodating as you'd like having said that, feel free to hand over tedious and time consuming tasks to people who are less qualified than you, but only if you have the authority to do so. four stating the outcome, make sure your colleague understands exactly what is required of them to complete the task successfully ideally you should have a good idea of what you expect the outcome to be and be good at communicating it. Most tasks consist of multiple steps by breaking down complex processes into clear stages, you can help people understand exactly what it is they need to do. You might consider creating a checklist for them to ensure that nothing has forgotten. If you've been responsible for something for a long time, you may not realize the complexities involved in a task until you sit down and break it down. five, providing a framework delegation can fail if your colleague believes they have more freedom than they do or less. Your goal is not to micromanage someone, but to provide a framework for them to succeed, pinpoint the areas that are most challenging and specify what kind of freedom they have and what kind of support they can expect from you or anyone else. And be absolutely clear about whether or not you are transferring full responsibility to them, discuss typical problems and explain how you would deal with them and why you would recommend such an approach, let them know when and why they should check in with you six, recognizing potential focus on the positives of the tasks and highlight exactly why you believe your colleague has the skills and expertise to complete them successfully, help them to recognize their own potential and make the most of their abilities. Seven, showing appreciation, pray someone when they do things well. Part of your role in delegating tasks is to make the person who takes over feel that their work matters. And you can show your appreciation by saying thanks.