Delegation

Kristen HawkerDennis CormierDongming Tang

Max Rose

Dr. Summers MGMT 5586.B November 15th

Agenda

Why we need to delegate

The Benefits

The Obstacles

Strategic Delegation When, Whom, and What

• Best Practices• Replay the Skit and Conclude

Why we need to delegate

MBA Students – the leaders of tomorrow

What is delegation?

Delegation is a powerful tool

Many short-term sacrifices

But far more long-term gains

Organizational Benefits

The Bottom-line

Long-term Sustainability

Better Decisions

Improved Productivity

Enhanced Communication

2008 Survey of German companies

Individual Benefits

Never enough time to do it all

Prioritize

Focus on the critical activities

Build a Successor – Get Promoted

Empower your people

Obstacles to Delegation

Obstacles related to the Organization

Lack of confidence in management direction

Low tolerance for learning curve

Risk adverse

Obstacles to Delegation

Obstacles related to the Manager

You believe you’re better or faster

You’re reluctant to relinquish control

You’re too busy

You believe your staff are too busy

You don’t know how

Obstacles to Delegation

Obstacles related to the Subordinate

Lack of self-confidence

Fear of making a mistake

Belief that risks exceed rewards

Fear of lack of support

Preparing To Delegate

When to delegate From the aspects of managers or situations

Whom to delegate to From the aspects of subordinates

What to delegate From the aspects of tasks

When To Delegate?

Contingency theory Position power Relationship with employees Importance of tasks Time constrains

Whom To Delegate to?

Telling

Selling

Participating

Delegating

Follow

er

Willin

ess

Follower Capability

+ Employee workload

What To Delegate?

Structured task Target, procedures and solutions, measurable

Upcoming responsibilities

Important tasks

Employee is in the Center of Delegation

Willingness Capability

High position power

Good manager – employee relationship

Upcoming responsibilities

Employee workloadUpcoming responsibilities

How to Delegate

Assess the knowledge, skills, and abilities of the people that you wish to delegate to

Frame the responsibilities that you wish to delegate

Discuss the delegated task with the employee

Develop a plan of action to complete the delegated tasks

Implement the plan of action

Monitoring Delegation Consistent monitoring

Supervision leads to positive outcomes

Monitoring will reinforce the significance of the task

Evaluating Delegation

Evaluate your employee’s strengths and weaknesses

Growth and improvement in the future

Reward such as praise, recognition, a bonus, or promotion

Leaders today are often measured by the successes of those on their teams.

Conclusion

Questions, Comments or Concerns????