What are effective delegation techniques?

Team dynamics are crucial for organisational success. With no positive team dynamics, your business will not be able to fully leverage the potential of your employees as well as tap into their skills and experience. This begs the question: what are team dynamics and how can you manage as well as improve your team’s performance through improved dynamics? No two teams are precisely the same which means that improving team dynamics begins with identifying any issues and formulating a tailored strategy for your team.

Within the issue of team, dynamics comes delegation. How a delegated task is being conducted is as vital as what kinds of tasks should be delegated. Let us examine how to effectively delegate tasks to others! The more work that is done upfront, in order to establish and build a solid relationship between delegator and delegate, the greater the chances for success.

Discuss mutual responsibilities clearly

The lack of carrying out this initial step is where the seeds of failure are planted in many delegated duties. It is vital that the delegator is very precies in outlining the responsibilities that are expected from the delegate.

Start by outlining the objectives as well as the ultimate goal of these new tasks. Stipulate your expectations comprising any deadlines, reports and the level of communication which you desire. In addition, discuss what your level of commitment will be in the process:

• What type of resources will you provide to the delegate?
• Will you make sure that the necessary funds are made available?

Give an overview of what authority and discretion you are granting to the delegate

• What types of decisions may be made without your approval?
• Can the delegate conclude any agreements or negotiate freely with other parties?
• Explain how frequently you will make yourself available for questions as well as progress reviews.

The more detail and clarity which is givn at this point, the higher the chance of attaining a beneficial relationship as well as avoiding confusion.

At the end of your discussion, make sure you both buy into the commitments given by both delegator as well as the delegate. If one or the other expresses doubts about another’s role, this is the time to speak openly, candidly and pledge your acceptance of the new roles.

Don’t finish the meeting without both of you voicing comfort and satisfaction with this new relationship and mutual duties.

Get involved and establish a pathway for success

It is essential to inform other co-workers immediately about the delegate and their new role. The delegate will require the cooperation and assistance of other people in order to be productive.

The delegator is the one who should tell others of this change in tasks and look for the support of others for the delegate. Tell others that the delegate has your support and required authority to perform their new tasks. Rember that the people who need to know this may go beyond your own department or organisation.  This may also include suppliers as well as customers.

Monitor how the delegate is doing in a balanced way

At the start of the process, you will want to provide some oversight, however without constant monitoring or interference. Give feedback when helpful and let the delegate know that they are free to ask you for advice at any point in time.

If you see challenges or confusion at this stage, respond as quickly as possible before poor habits or a misunderstanding becomes entrenched. If the delegate asks you to assist them with a problem, make yourself available as a mentor as well as a coach. To build their problem-solving skills, ask them to put forward a solution to the problem.

It is strongly recommended that you do not become guilty of “reverse delegation”, in other words reasserting control over a task you previously delegated. This is because doing this will undermine the authority and confidence of the delegate. Provide emotional and skills support to a delegate that appears to be frustrated or discouraged. Mistakes will certainly be made, but rather than being harsh or critical, allow them to develop into learning experiences.

Delegation is very necessary to make a sales team work.

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