Thoughts on Delegation from Raymond Caissie

 

I really like Ray’s thoughts on delegation…they are bang on!

Delegation Rules to keep in mind

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  • Start with the End in Mind
  • Scope Definition, it’s a Project
  • Have a Plan
  • Communication is Key, along with Clarity
  • Make Performance Visual

Start with End in Mind

I always step back and think through what I want done or what needs to be done. This is a strategic activity, thinking through what is the final outcome.

To do that I need to work alone, put time aside…for me the right time is Monday or Tuesday after the weekends.

So before I plan the details and think of who is involved I actually think about the “what” is to be done and what the end product or service looks like.

Scope Definition, its a Project

Next I think of the task as a project and think like a project. They call it scope definition a fancy word for simply what do I have as my resources.

My resources are people, equipment, budget, time period to get the work done, and quality of output. If I have experienced people that helps, if I have all the equipment and the budget to do it right. All these leads to defining the scope and setting up for any variances from performance often called scope creep!

Have a Plan

Now I am ready to put as plan of action together. Must have a plan and realize it will change (actually I often think of plan A/ B/ & C). I anticipate change and account for it (however I keep this to myself, learned long ago not to confuse others with the potential for change and having three or four alternative plans)

Communication is Key!

Open and real time communication is the key to successful delegation.  Make it visual and easy for others to read, understand, and follow. Break down the task into smaller tasks and report on the small steps, it’s easier for people to be a part of and take responsibility if they can understand, see, and impact the task in smaller pieces (you reduce the feeling of being overwhelmed).

Sit with the team and talk it through, let them ask questions and understand it in their own terms.

Be specific with clarity. What needs to be done and by whom.

Make Performance Visual

In making it visual I often consider using the whiteboard and mark the accomplishments. This is really important to communicate the progress it motivates people. People feel like they are contributing. They see the list getting smaller.

By Raymond Caissie

 

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