Delegating: The ability to assign responsibilities and authority to the right employees, taking their interests, ambitions, development and competency into account. Following up on delegated tasks.
has faith in employees` qualities
entrusts authority to others when it serves a purpose
delegates to the right person
clearly indicates what is expected of delegated tasks
delegates the right tasks to the right people, based on their competency
provides sufficient instruction to the person to whom a task is delegated
has faith in the person to whom a task is delegated
allows employees to make mistakes and still supports them
takes feasibility and risks into account when delegating responsibilities
informs clients and other stakeholders about the delegated tasks and responsibilities
regards a delegation as an opportunity for the employee to develop and acting accordingly
provides opportunity for the employee to perform a delegated task as he/she sees fit
discusses potential consequences of delegated tasks and responsibilities with his/her higher management
delegates important and attractive tasks and projects - even if it decreases personal status
delegates all tasks and responsibilities that s/he does not necessarily have to take on him/herself
delegates in order to free up his/her own time that can then be used to contribute to improving the organization
is clear about risks and problems connected to a delegation of tasks
is able to let go and trust in the quality of his/her employees
is generous in praising colleagues and employees for their successes
Delegating can be easily developed if the candidate has a less than average score (1,2,3) on the drives Helpfulness and Responsibility & leadership.
Who takes over your work when you are on leave of absence? Has this ever gone wrong?
Which aspects of your work would you rather not leave to any colleague or employee? Could you give an example of the kind of work you would rather not delegate?
Which problems occurred when you recently delegated work? What was the biggest blunder?
Were you ever unexpectedly unable to do your work? Who took over and how did that go? How do you solve a problem like this?
Ask colleagues which tasks they delegate and what their experiences are.
Investigate with your employees how they could undertake a new task. Ask them to come up with ideas and proposals.
Be clear to your employees about your expectations.
Address your employees regarding their responsibilities. Be clear about them.
Be prepared to give your employees more responsibilities than you are used to. Ask them to sit in for you in a meeting or go visit a client in your place.
Encourage your candidate to ask others for 360º feedback regarding his behavior when delegating. What goes well when he delegates and what could be improved? Discuss the results with the candidate.
Make a list of pros and cons of delegating tasks for the candidate himself and for others, e.g. colleagues or the organization, together with your candidate.
Find a task for your candidate to delegate. You can do so by asking the following questions: Which tasks could he easily delegate? To whom? Why to this person? What would be the maximum risks?
Investigate with your candidate what is keeping him from delegating certain tasks. Ask what he is afraid of when he has to delegate. Ask further questions and put hindrances up for discussion.
If the person agrees, sit up a delegation interview and provide feedback afterwards. If the person does the interview on his own ask him to report how it went and what he could improve.
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