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Delegation means achieving results by giving someone else the authority to do work for which you are ultimately responsible. Despite the fact that delegation has many benefits, the process also has some potential pitfalls, so you need to use a delegation process that will minimize the risks and maximize the rewards.
Consider these questions when deciding whether to delegate a task or project . . .
Delegation can be risky and nerve-wracking if done badly, because you may find that you don’t get the expected results. However, by following the steps outlined below, you can usually insure that you will achieve desired results and both you and the employee will be satisfied with the process.
The “level of delegation” referred to in Step 3 relates to the amount of decision-making authority the person will have. Here are five options to consider for level of delegation:
Level 1: Gather information about the pros and cons of different options.
Level 2: Give me several possible alternative actions and recommend one.
Level 3: Recommend the action you think should be taken. Wait for my approval.
Level 4: Take action, but report back to me when you do.
Level 5: Take action independently. No need to report back.
Effective delegation requires not only a structured process, as described above, but also the proper attitude on the part of the manager. Some characteristics of an effective delegator are described below.