srakacards.blogg.se - Delegating tasks

Come back and tell me how long you think it might take you to tidy it up, then I can decide whether you have time to do it before school.’ It doesn’t leave the child much room for manoeuvre, but nor does it give them much chance to develop their own skills or take control of their lives. In level one delegation, you say ‘Please go and have a look at your room. For example, you might want your children to tidy their rooms.

The nine levels of delegation work with children too. You might find it helpful to look at some of our pages, including those on Interpersonal Communication Skills, Verbal Communication Skills and Barriers to Successful Communication to support your skills development here. This requires strong communication skills.

Make sure that you are absolutely clear with your subordinate what level of delegation you have used.

See our pages on Negotiation Skills for more information. You can find out how much control people like by asking them, and negotiating the level of delegation that you use with them so that both of you get some of what you want (and a win-win situation). The best leaders are also aware of how their subordinates like to work, and strive to find a balance between the two, to allow their subordinates to grow and develop in their work. See our page on Emotional Intelligence for some ideas about developing your self-awareness. Good leaders are intrinsically self-aware, and understand how they like to work. Delegating work is obviously a lot more complicated than it looks at first sight.ĭelegating may be complicated, but there are actually only two principle skill areas needed for successful delegating:īe aware what level of control you want and need, which needs high levels of self-awareness. It will immediately be apparent that there is huge potential for problems if you want to know exactly what is going on, but your subordinate has received the message that you don’t want any further information.

No further communication with me is necessary. Communicate with me only if the action is unsuccessful. Recommend a course of action for my approval.Let me know the criteria for your recommendation, which alternatives you have identified and which one appears best to you with any risk identified.Let me know the options available with the pros and cons of each.It is more commonly described as Laissez-Faire leadership, which should give you some idea of the level of esteem in which it is not held by leadership gurus. Total control lying with the followers is not often seen, because of the level of risk to the leader. Shared control could be Authoritative/Visionary (the leader relies on the quality of their vision to bring their team along), Democratic, Coaching or Affiliative, all of which are very much linked to dialogue. If the leader is in total control, the leadership style being used is likely to be Commanding or Pacesetting. The level of control can vary from the leader being in total control to the followers being in total control, with a whole spectrum of shared control in between. Think of control over the task as being shared in some way between ‘leader’, that is, the person delegating the work, and followers. What’s more, saying that you want one level of control when actually you want another, is likely to confuse your team and make them anxious and less effective, so it’s really important that you know what you want and communicate it clearly. It will also alter the leadership style that you adopt.

The answer to this question will drive how you delegate the task, how often you meet with the person doing the work, and what level of detail you want to know about. One of the most important questions to answer if you want to delegate a task, whether at home or in the workplace, is ‘ How much control do I want over the task?’.