Delegation is the number one skill that managers need to master to become effective leaders. Delegating frees up time for leaders to focus on higher-level initiatives. Delegating also challenges employees to develop new skills and take on more responsibility.
As useful as delegation is, it can be one of the trickiest skills to master. Leaders are often wary of delegation because they don’t want to lose control, or they believe they can’t trust their employees to successfully carry out key initiatives.
Arming leaders with a specific vocabulary and system of delegation helps address these concerns. Choosing from the following delegation types can give leaders more peace of mind and provide employees with a clear set of expectations:
It is important to note that if circumstances change, it is the leader’s responsibility to change the level of delegation to assure a successful outcome. For example, if a member of the Board of Directors takes a sudden interest in the outcome, a CEO might shift a delegation from Level B to Level A. On the flip side, the same CEO may recognize that his or her input isn’t necessary – or valuable – and shift another delegation from Level B to Level C. It’s all part of learning the art of delegation.
Learn more about the types of decisions and delegation styles in my new book, The Leadership Equation, 10 practices that build a leadership culture.
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