ALTI's Apprentice Boardroom Report For 4/08/05 (Episode #12)
Kudos goes to Magna's project manager Tana Goertz, 37, from Iowa for taking some time to get to a store and doing some market research just as Alex once did in his leadership of Magna Corp.'s win over Net Worth's Tara during the Playstation Graffiti episode (#6). Apparently, the credit bestowed upon Alex Thomason, 29, for seeking out his market must have been more luck than skill since he did not replicate the process as project manager to his new team, Net Worth. Even the Donald accused Alex of becoming a "loser".
Though we saw the final touches to Magna's products ruined with shoddy screen printing, we also saw Angie take on more than she could handle and choke in giving the teams critical presentation. The practical lesson of tonight's episode that you can apply to your business is:
What Is Delegation, And How Can You Get Better At It?
There are 12 steps to effective delegation and 7 Levels of Delegation.
levels of delegation
1. "Wait to be told." or "Do exactly what I
No delegation at all.
2. "Look into this and tell me what you come up with.
I'll decide." -
This is asking for investigation and analysis but no recommendation.
3. "Give me your recommendation, and the other options
with the pros and cons of each. I'll let you know whether you can go
ahead." - Asks for analysis and recommendation,
but you will check the thinking before deciding.
4. "Decide and let me know your decision, but wait for
my go ahead." -
The other person needs approval but is trusted to judge the relative
5. "Decide and let me know your decision, then go ahead
unless I say not to."
- Now the other person begins to control the action. The subtle increase
in responsibility saves time.
6. "Decide and take action, but let me know what you
Saves more time. Allows a quicker reaction to wrong decisions, not
present in final level.
7. "Decide and take action. You need not check back
with me." -
The most freedom that we can give to the other person. A high level of
confidence is necessary, and needs good controls to ensure mistakes are
Chapman, Delegating Authority Skills, Tasks and the Process of Effective
12 steps to effective delegation
1. Define The Task
Evaluate that the task is suitable to be delegated.
The Right Individual
for one of two reasons: This person is best qualified and can deliver
the best results…OR…The person will benefit from the learning
3. Inform The
“big picture” so the employee can see how the project fits into the
overall operation. Don’t keep information from your
employee. Determine the parameters that will establish the project
4. Delegate The
Although the ultimate
responsibility lies with you be certain to delegate the entire task or
project. This will peak the
individual’s interest and provide a deeper sense of accomplishment and
satisfaction when completed.
Focus On Results, Not On Process
responsibility, not work. Many managers confuse delegating
responsibility with offloading work onto someone else. When
assigning a project, allow the employee the freedom to exercise some
personal initiative where appropriate. Focus on what you want, not how
to do it, (unless the process is a requirement). Let him/her
develop the methodology for how to achieve the goal.
6. Consider Required Resources
Discuss and agree what is required to get the job done. Consider
people, location, premises, equipment, money, materials, other related
activities and services.
7. Agree On Deadlines
When must the job be finished? Or if an ongoing duty, when are the
review dates? When are the reports due? And if the task is complex and
has parts or stages, what are the priorities?
Set Up Status Reviews
of checking and controlling must be agreed with the other person.
Failing to agree on this in advance will cause your monitoring to seem
like interference or lack of trust. This is a
win-win for both of you. It's easier for you to let go knowing you'll be
kept in the loop, and your newly empowered team member will take the
ball and run with it knowing they have a specific opportunities to seek
9. Support And Communicate
Make certain that others know that
you’ve given the responsibility and authority to that individual, and
that they area accountable for producing the results. Involve your delegatee in considering this so they can see beyond
the issue at hand. Do not leave the person to inform his/her own peers
of their new responsibility.
Positive And Constructive Feedback
Do not focus on
what is wrong, but rather on what can be done to make it better.
“It looks like there's a problem here. What do you need to do to
get back on track?” Offer guidance and advice without
interfering. Point out the roadblocks they may encounter.
Keep The Ball In Their Court
let them delegate back to you. If someone brings a problem
to you, you can listen without assuming responsibility for solving the
problem. Don’t revert to old habits and take control of problems
that arise. Instead, take the opportunity to teach your team member how
to handle the issue him or herself and then let them do it. Only
interfere in case of crisis or serious risk of loss of a client,
otherwise, provide the room to make mistakes
12. Give Full Credit And Recognition
ALTI Consulting and our
team of specialists can work with you to find your inner mentor,
prioritize projects and set effective delegation management systems. To get started give us a
call or shoot us an e-mail for ONE free hour of complimentary
consultation. (206) 984-9560 or
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