WATCH: S.I.M.P.L.E. Delegation: Don’t be a bottleneck in your business!
In this video, I’d like to talk about Delegation. And in particular, the model that I put together called, SIMPLE Delegation.
It’s a good mnemonic for you to be able to remember, Six Key Principles of Delegation, that if you adopt them. It will guarantee success and transform your management skills. It’s a very simple approach.
‘S’ is for ‘Specify the Outcome’
Be really clear about what the outcome of the task is or the project that you’re delegating. What is it going to Produce? What’s the big why behind you delegating that to them? But also specify the Outputs. What are you specifically going to be able to see, hold, or have in your hand or on-screen? That you’ll be able to say, “yep, that task is complete, according to the agreed standard”.
“I” is for ‘Involve them’
Ask them loads of questions. Ask them; how they’re going to do it? How it fits? And all the sorts of coaching questions that you would normally use with a competent member of Staff. Because you’re not going to delegate something, to someone who’s not competent. That’s training. That is a different subject! So, involve them to make sure that you’re both in agreement. You both understand what’s required.
“M” is for ‘Motivate them’
Next, ‘Motivate them’. Because with any task especially big ones there can be times when motivation can fluctuate. And you can motivate them, by finding out what’s most important to them about work. For, example just ask them, “What’s most important to you about work?” And then linking whatever their answer is, to that task. So, that they’ll either get more of what they want or less of what they don’t want by doing this task.
“P” is for ‘Plan Reviews’
Make sure that you agree with them some nice checks and balances along the way. Where you can have a chance to see how it’s going and make yourself available for those. Best put them in the diary, so they become little milestones along the way that you can both agree progress is being made, outputs are being produced, etc. If you do all of that, and you’ve given them the autonomy to be involved in all of that.
“L” is for ‘Let Go’
And then just ‘Let Go’. Let them get on with it! That’s when you can truly let them get on with it. When you’ve known you’ve done those things.
“E” is for ‘Evaluate’
And then actually, in the end, it’s also really powerful to evaluate together. What was it that worked well for them? What were the elements of the delegation that worked well for them? What was it that works well for you? By actually having that conversation, you’re always going to get better at improving delegation next time.
So, as you think about delegation. Think about the SIMPLE approach.
And, when it comes to Delegation….., Stay Curious!
I would be interested to hear your thoughts and opinions about any of the above so drop me a line at david@Talent4Performance.co.uk.
Remember . . . Stay Curious!
With best regards,
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©David Klaasen – 2014