Effective delegation is essential for both personal and organizational growth. It is hard to “let go” sometimes, but trying to do everything yourself is the not the path to being effective. Today we cover what two different types of delegation looks like, and how it can make a huge difference in your life and organization. Check out the website for more content www.bcbousa.com
We accomplish everything we do through some sort of delegation. We either delegate our time to accomplish it, or we delegate the task/responsibility to someone else. Sometimes people have a hard time delegating tasks because they thing to themselves “I can get this done quicker and probably better than so and so…” Delegating time comes down to efficiency, delegating to people can be more effective. As a person, you can only go set much done in a hour. Through delegation, one hour of management can leads to several hours of production depending on the size of you team, etc.
There are 2 types of delegation according to Stephen. 1 is Gofer delegation – go for this, go do that, go do this, do it this way, tell me when it is done. This is not an effective way to delegate. It can end up taking you just as much time if not longer than doing it yourself, you are not transferring any ownership of the responsibility to the other person, and can lead to frustration from both parties. Additionally, how many people could you possibly manage or supervise if you delegated in this way?
The proper way to delegate according to Stephen is what he calls Stewardship Delegation. It is focused on results, not the methods. It takes some time in the beginning to set up, but in the long run it is a true and proper delegation of responsibilities and creates substantial results. The key to stewardship delegation is clear communication. Stephen breaks it down into 5 areas:
1. Desired Results – Focus on the what, not the how. What are the desired results.
2. Guidelines – Parameters for the person to operate in. While you don’t want to tell them what to do, it is ok to point out potentials problems or failures for them to avoid.
3. Resources – People, websites, etc. that can utilize to help them achieve the desired results.
4. Accountability – Create the performance standard in which this will be judge on and when it will be evaluated.
5. Consequences – Specify what will happen (good or bad) based on the results of the evaluation.
This is not something that will be mastered overnight. Continued practice and growth is required. The payoff is worth it for everyone involved.
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