N O T H I N G I S I M P O S S I B L E I F Y O U C A N D E L E G A T E

Effective Delegation

Today’s Overview

Recitation from Holy Quran

Pre-Workshop discussion

(Expectations from the Session)

Session Open

Activities / Audio-Video Clips

Post-Workshop discussion

(Reflection on the achievements of the Session)

PRE-WORKSHOP DISCUSSION

(EXPECTATIONS FROM THE SESSION)

Ice Breaking

What is Delegation

Delegation means giving someone else the responsibility and authority to act on your behalf.

Elements in Delegation

Authority: the right to act or empower.

Accountability: ownership for one’s actions, being

liable and being willing to be judged by performance

standards.

Responsibility: the obligation to act.

Autonomy: the freedom to act

“The secret of success is not in doing your own work but in recognizing the right person to

do it.”

Andrew Carnegie

1ST ACTIVITY

BREAKING STICKS

Why Delegate?

Delegate for Quality

Delegate for Even Distribution

Saves Time

Develops People’s Skill and Ability

Helps in Succession

What could be Delegated?

Audio / Video Clip

B-R-E-A-K

When to Delegate?

2ND ACTIVITY

RELAY RACES: WATER BUCKET

Audio / Video Clip

Team building

Why Not? (Barriers to Delegation)

Delegator:

Its too hard

Nobody else has anytime either

Fear of mistakes

Fear of surrendering authority

Insecurity

Nobody can do it as good as I can

Why Not? (Barriers to Delegation)

In actuality, the reasons why “delegator” say they can’t (or won’t) delegate is really a mirror of themselves!

One reason that has not been mentioned … they, themselves don’t know how to delegate.

Why Not (Barriers to Delegation)

Delegatee:

Lack of experience

Lack of competence

Avoidance of responsibility

Overload of work

Confusion in responsibilities and authorities

3RD ACTIVITY

WHO WILL CROSS THE LINE FIRST?

Discussion Questions

How many of you got the other person to cross the line?

How did you do it?

What did you try that didn’t work?

How many of you offered to cross the line if the other person crosses—if you cross, so will I?

That way who wins? (Both people)

How do you feel about the following statement:

“Together we’ll be considerably more successful reaching for the same objectives rather than standing apart

concerned about who will be first.”

Audio / Video Clip

Common Delegating Errors

Under Delegation

Over Delegation

Improper Delegation

Under Delegation

Manager’s desire to complete the whole job

personally due to lack of trust in the subordinates

Fear that subordinates will resent having work

delegated to them

Myself Fallacy

Lack of ability to direct

Finding it difficult to assume manager role

Over Delegation

Burdening Subordinates

Improper Delegation

Delegating at the wrong time,

wrong person and wrong reason

Delegating beyond the capability of

the person

Delegating decision making without

providing adequate information

Benefits of Delegation

Manager / Supervisor Benefits

Employee Benefits Organizational

Benefits

Reduced stress Professional knowledge and skill development

Increased teamwork

Improved time management

Elevated self-esteem and confidence

Increased productivity and efficiency

Increased trust Sense of achievement

Audio / Video Clip

Steps in Delegation

Introduce the Task

Demonstrate clearly what needs to be done

Ensure Understanding

Allocate authority, information and resources

Let go

Support and Monitor

Introduce

Determine

Task to be Delegated

* Those tasks you completed prior to assuming new role

* Those task your delegates have more experience with

* Routine activities

* Those things not in your core competency

Task to Retain

* Supervision of Subordinates

* Long Term Planning

* Tasks only you can do

* Assurance of Program compliance

Delegate

* Look at individuals strengths/weaknesses

* Determine interest areas

* Determine need for development of delegate

4 TH ACTIVITY

DELEGATION PROFILE…

Brainstorm 5 tasks you are currently doing, that could be delegated.

Determine who would serve as your best delegate for each of the tasks.

I want you to do …… because you”…..

Demonstrate Clearly

Show examples of previous work

Explain objectives

Discuss timetable, set deadlines

Ensuring Understanding

Clear Communication

Ask for Clarification

Secure Commitment

Don’t say no for them

Collaboratively determine methods for follow-up

Let Go…

Communicate delegate’s authority

Step back, let them work

Use constrained access

Don’t allow for reverse delegation

Allocate…

authority, information, resources

Support and Monitor

Schedule follow-up meetings

Review progress

Assist, when requested

Avoid interference

Publicly praise progress and completion

Encourage problem solving

Remember the 5 Rights While Delegating

Right Task

Right Circumstances

Right Person

Right Direction & Communication

Right Supervision & Evaluation

Strategies For Effective Delegation

Plan ahead

Identify necessary skill and levels

Select most capable person

Communicate goal clearly

Empower the delegate

Strategies For Effective Delegation

Set deadlines and monitor progress

Model the role: provide guidance

Evaluate performance

Reward accomplishment

DELEGATE!!!

POST-WORKSHOP DISCUSSION

(ACHIEVEMENT OF THE SESSION)