{"id":91577,"date":"2023-03-16T12:05:18","date_gmt":"2023-03-16T11:05:18","guid":{"rendered":"https:\/\/www.leaders21.com\/?p=91577"},"modified":"2023-03-16T12:05:18","modified_gmt":"2023-03-16T11:05:18","slug":"delegation","status":"publish","type":"post","link":"https:\/\/www.leaders21.com\/en\/blog\/delegation\/","title":{"rendered":"Delegation: How everyone benefits!"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row][vc_column][vc_column_text uncode_shortcode_id=&#8221;730258&#8243;]<span style=\"font-weight: 400;\">Delegation is a central topic in leadership and represents a basic competence of good leaders. Unfortunately, for many leaders, delegating tasks often looks like this: <i>Forwarding the task in a short Teams message, tapping fingers on the table and waiting for the backlash.<\/i>To make things different for you, we&#8217;ve put together a few tips on the subject:<\/span><\/p>\n<h3><\/h3>\n<h3><strong>How does delegation work?<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">In management, delegation means <\/span><b>handing over areas of competence and responsibility to employees<\/b><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">Management by delegation is the associated concept in the management process. In this management technique, <\/span><b>superiors usually delegate recurring or similar tasks to employees<\/b><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p>&nbsp;<\/p>\n<p>What to consider:<\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><strong>Define the scope of the respective tasks<\/strong>, and milestones if necessary, in advance.<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\">Assign employees <strong>the corresponding powers of representation and rights to issue instructions <\/strong>for the fulfillment of these tasks.<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\">Leave the <strong>operational work to the respective employees<\/strong> and concentrate on controlling the results.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Deciding which tasks can be delegated to whom depends on how much you trust that particular team member. This can be represented visually in the 5 levels of delegation:<\/span>[\/vc_column_text][vc_single_image media=&#8221;91606&#8243; media_lightbox=&#8221;yes&#8221; media_width_percent=&#8221;60&#8243; alignment=&#8221;center&#8221; uncode_shortcode_id=&#8221;494786&#8243;][vc_column_text uncode_shortcode_id=&#8221;617421&#8243;]With each level, the confidence of the leader increases and with it the degree of freedom of the employees. <span style=\"font-weight: 400;\">It is the responsibility as a leader to <\/span><b>find the right balance between possible under- and overload, <\/b><span style=\"font-weight: 400;\">since delegation always needs to be done situationally and individually.\u00a0<\/span><\/p>\n<ul>\n<li>New team members are usually on the 1st level, as they first have to learn the ropes: they are given concrete instructions on what or how to do.<\/li>\n<li>If you ask an employee to develop a solution proposal or alternatives on her own, then we are talking about level 3. The person does not get a briefing in advance, because you trust her to deal with the topic conscientiously.<\/li>\n<li>The most pronounced level of delegation is reached when a person is given a task completely. The level of trust is such that any decisions can be made independently and no feedback is required.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h3><strong>Your advantages through delegation<\/strong><\/h3>\n<p>Handing over tasks always sounds good per se, and it is: proper delegation offers added value for leaders and employees!<\/p>\n<p><span style=\"font-weight: 400;\">\ud83d\udca1 Delegation <strong>promotes<\/strong><b> the self-motivation of employees. <\/b>They become more active and there is increased <b>communication across teams and departments. <\/b><\/span><\/p>\n<p><b><span style=\"font-weight: 400;\">\ud83d\udca1 <\/span><\/b><b>In addition, rigid decision-making powers and hierarchies are eliminated, <\/b><span style=\"font-weight: 400;\">as the decision-making authority and personal responsibility of employees increases.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\ud83d\udca1 <\/span><span style=\"font-weight: 400;\">The necessary involvement of the team in achieving corporate goals results in a <\/span><b>strengthened commitment of the employees to <\/b><span style=\"font-weight: 400;\">the company.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\ud83d\udca1 <\/span><span style=\"font-weight: 400;\">Leaders are relieved and <\/span><b>can use the freed-up capacities for other leadership tasks.<\/b><\/p>\n<h3><\/h3>\n<h3><strong>The framework for successful delegation<\/strong><\/h3>\n<p>When a task is delegated, the aim is to ensure that it can be completed in a meaningful and goal-oriented manner. To achieve this, a few framework conditions need to be clarified, which we have summarized below:<\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">Who exactly takes over the task or who bears the main responsibility? And may further delegation be made?\u00a0<\/span><\/li>\n<li><span style=\"font-weight: 400;\">By when must the task be completed?\u00a0<\/span><\/li>\n<li><span style=\"font-weight: 400;\">What is to be done? Are there intermediate goals?<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Why does the employee have to do this?<\/span><\/li>\n<li><span style=\"font-weight: 400;\">What should the procedure be?<\/span><\/li>\n<li><span style=\"font-weight: 400;\">What resources (time, budget, etc.) can be drawn upon?\u00a0<\/span><\/li>\n<li><span style=\"font-weight: 400;\">Say thank you! <\/span>(because appreciation &amp; respect is part of it)<\/li>\n<li style=\"list-style-type: none;\"><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\"><br \/>\n<\/span>These frameworks <strong>provide clarity and define mutual expectations.<\/strong> For example, it becomes clear why a person receives this task (resources, expertise,..) or how the process takes place (milestones, coordination,..). The levels of delegation can also be found here: the more responsibility the person receives, the less control should be noticeable on the part of the leader.<\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">In the course of delegation, it is important to involve the employees in the distribution of tasks. There should be no under- or overload &#8211; the person should feel comfortable with the implementation and<\/span><b>, in the best case, be happy about the task and the appreciation.<\/b><\/p>\n<p>&nbsp;<\/p>\n<h3><strong>Are you ready to delegate your tasks?<\/strong><\/h3>\n<p>Great, we wish you good luck! \ud83c\udf89 As a support you can download the delegation matrix <a href=\"https:\/\/www.leaders21.com\/en\/downloads\/delegationsmatrix\/\">HERE<\/a> for free. It helps you to classify your tasks and to delegate the right ones!<\/p>\n<p>&nbsp;<\/p>\n<p>If you have further questions about delegation or need support, feel free to get in touch! <span style=\"font-weight: 400;\">\ud83d\udc47<\/span>[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>Delegation is more than just handing over tasks &#8211; Learn how to delegate effectively!<\/p>\n","protected":false},"author":7,"featured_media":91576,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[95],"tags":[284,221,271,98,97,96,272,285,172,286,274],"class_list":["post-91577","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","tag-growth-en","tag-inspiration-en","tag-inspiration-en-2","tag-leader","tag-leaders21","tag-leadership","tag-mindset-en","tag-personal-development-en","tag-transformation-en","tag-transformation-en-2","tag-vertrauen-en"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.2 - 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