How do you delegate tasks as a leader?

Reasons to delegate

It has also been proven that delegating responsibilities is one of the best ways to motivate the people who make up an organization. In fact, gradually entrusting more challenging tasks to those who demonstrate skills and attitudes provides professional development opportunities for employees, eases the workload of managers and helps to achieve business objectives in less time.

It is difficult for the manager who has been running his or her company with very conventional criteria to adapt to contemporary management approaches. The tasks of unlearning – to free oneself from the obsession to exercise excessive control – and learning to rely more on people’s skills and responsibility require willingness and recognition of one’s own limitations. However, it helps a lot to take actions such as the following:

Although in some aspects it implies reiterating, it is necessary to make a summary of the benefits generated by knowing how to delegate responsibilities to the company’s collaborators. These advantages favor both managers and employees.

When to delegate a task?

As we talked about in the laws of time, you have to delegate urgent but not important tasks or tasks that are neither urgent nor important. Always delegate the work, not the responsibility.

What tasks can you delegate?

What can be delegated is:

Work that is routine. Specialized activities (i.e., those activities that employees can perform better than the leader). Private matters.

What does it mean to know how to delegate in a leader?

Among the characteristics of good business management is knowing how to delegate, that is, trusting in the skills, experience and responsibility of the people in our charge to carry out the tasks entrusted to them, with the certainty of obtaining good results within the established time.

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1st level: DIRECTIVE STYLE. This consists of giving orders or directing. This is when the leader clearly states how he wants things to be done and the results to be achieved. In this case, the leader gives priority to tasks over people. In other words, the leader is concerned above all with getting the job done effectively.

2nd level: PERSUASIVE STYLE. That is, the leader must find a balance between his own interest in relation to the tasks, with that of the people he manages. It is about saying how things have to be done, but simultaneously initiating dialogues and motivating the employee to participate and ask questions so that he/she knows well the task to be performed and above all how it will affect his/her environment. In this way, we make him/her see that this task must be performed, not for the mandate itself, but because it will have a positive impact on the rest of the organization. In this way, we get the person to be more participative and feel part of the organization for which he/she works.

What is the delegation of functions?

The delegation of functions is a technique by virtue of which there is a transfer of competencies from one organ that is the holder of the respective functions to another. This other body will then exercise the functions under its responsibility and within the terms and conditions established by law.

What does it mean to know how to delegate?

The first thing to keep in mind is that delegating does not mean telling someone else what to do, but transferring some of the work – including decision making – to another professional. …

How do you know how to delegate?

The only way to delegate is from trust.

Distribute tasks in a rational way. This would be the most technical part of the ability to delegate. Assuming that you know your professionals well and trust them, it is time to assign responsibilities.

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Example of delegating functions in a company

When a single person assumes all the responsibilities and tasks, the functions are resisted, it is difficult to comply with deadlines, etc. However, when delegating, efforts are divided and results are multiplied.

As we said before, not delegating can overwhelm us and so many tasks and responsibilities prevent us from reaching or arriving on time to the imposed goals. What comes next is overwhelm, stress, even frustration and demotivation.

Delegating requires order and planning. And this may make you think that it will take you more time to assign the functions to others than to do them yourself. We assure you that, as soon as you decide to put it into practice, you will see quick results, your stress level will be reduced and, little by little, you will need fewer indications to communicate and transmit the appropriate indications at all times.

Trust also comes into play. If you show your confidence in your collaborators, you will contribute to strengthen their skills, while their motivation will grow as they will notice that their opinion and way of doing things counts and is important for the organization.

What is the ability to delegate?

In very simple terms: delegating is about having the ability to assign specific responsibility to the right person, at the right time and in the right way. … Without the ability to delegate effectively and appropriately, you will not be able to advance to management or leadership positions of greater responsibility.

What is the scope of the delegation of functions in the Administration?

The delegation of administrative functions as an instrument to develop public management with efficiency, economy and speed, given the need to recognize that public servants who are in charge of representing public entities cannot always directly perform all the functions required by the public administration, and that they are not always …

What is a management delegation function?

Delegation of authority is the process of transferring responsibility for a task to another employee. As a manager, you can usually transfer responsibility to any of your direct team members.

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Delegating responsibilities

At CEDEC we believe that knowing how to delegate is an essential quality of a good leadership, since it allows to take better advantage of the talent present in the company, increasing at the same time the commitment of the employees. That is why we share this article from Cepyme News where some recommendations are given to learn how to delegate work effectively.

The first thing to keep in mind is that delegating does not mean telling someone else what to do, but transferring part of the work -including decision-making- to another professional. This frees up time to better perform the tasks at hand, while at the same time taking advantage of the creativity and skills of each team member.

Probably the hardest part is knowing when (and how much) to delegate. While most leaders can assign tasks without a problem, they are less clear about when to relinquish some control over a project to an employee.

To determine this, you need to be clear about how much direction you need over the situation, and above all, you need to know the skills of each team member well enough to know how and when to use them to improve the end result.