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Added for You - Delegation: When to Delegate, Who to Delegate to
Oftentimes leaders say they are eager for opinions about their performance. In many cases, they honestly do want it. Some say they are open to feedback, but their behavior says otherwise. People in leadership roles can find it challenging to go about getting honest feedback concerning their job performance. Many executives h
---STOP--
After this would come yourself again (this is what we are trying to eliminate)
After this would come no skill but plenty of time ( this is NOT helpful nor prudential)
After this would come no skill and no time (again-- do NOT do this)
For efficiency and quality-- try delegating in this order. Look around and think these categories through. Surely you have people with
Stock photography is images that can be used by advertisers, magazines, publishers, graphic designers, web designers, calendar and greeting cards companies, and television and film producers for commercial purposes. Instead of hiring a photographer to shoot an image or event, one can go through a stock photograph library and
Most people delegate based on not wanting to do something. They simply walk out to their secretary or the closest sub-ordinate and ask them to do/finish the project. These people use delegation as a means to schlep off unwanted work.
Almost all work within any organization is important. That does not mean that all work with in an organization is A) fun to do or B) exciting to do or C) challenging or D) any particular person's favorite thing to do.
So when can you / should you consider using delegation? Well the obvious is when the pile of work has grown to large to be accomplished accurately and in a timely manner. However, you may also want to use delegation at other times.
- When stress has gotten to a level beyond manageability.
- When you repeatedly stall or avoid specific duties.
- When you know other people could do a specific task much faster & far more proficiently than you will manage to complete it.
- finally, you may also choose to use delegation simply as a tool of motivation for employees that show potential for advancement.
Sometimes delegation ends up like an old fashioned day of bartering: "If you do 'XYZ' ; I will take care of 'ABC'. With this type of arrangement both parties may be much happier with their work performance and productivity that day / week.
Now-- Who to delegate to: Well instead of walking out your office door and finding the first person that must take orders from you-- try thinking this through for the benefit of both the company and your own reputation. Try this order--
- Those who have the talent & the time
- Those who have the talent but no time-- (you might barter with them)
- Those who have the comprehensive ability to be trained & have the time
- Those who have the comprehensive ability to be trained but do not have the time (again tradeoffs might work)
---STOP--
After this would come yourself again (this is what we are trying to eliminate)
After this would come no skill but plenty of time ( this is NOT helpful nor prudential)
After this would come no skill and no time (again-- do NOT do this)
For efficiency and quality-- try delegating in this order. Look around and think these categories through. Surely you have people withi
In Guys and Dolls, there is a character named Nicely Nicely Johnson. Perhaps most memorably portrayed by Stubby Kaye, Nicely Nicely earned his name by always responding to “how are you?” with “nicely nicely thank you.”I am concerned that nice people will soon be placed on the endangered species list. Certainly, I kn
So when can you / should you consider using delegation? Well the obvious is when the pile of work has grown to large to be accomplished accurately and in a timely manner. However, you may also want to use delegation at other times.
- When stress has gotten to a level beyond manageability.
- When you repeatedly stall or avoid specific duties.
- When you know other people could do a specific task much faster & far more proficiently than you will manage to complete it.
- finally, you may also choose to use delegation simply as a tool of motivation for employees that show potential for advancement.
Sometimes delegation ends up like an old fashioned day of bartering: "If you do 'XYZ' ; I will take care of 'ABC'. With this type of arrangement both parties may be much happier with their work performance and productivity that day / week.
Now-- Who to delegate to: Well instead of walking out your office door and finding the first person that must take orders from you-- try thinking this through for the benefit of both the company and your own reputation. Try this order--
- Those who have the talent & the time
- Those who have the talent but no time-- (you might barter with them)
- Those who have the comprehensive ability to be trained & have the time
- Those who have the comprehensive ability to be trained but do not have the time (again tradeoffs might work)
---STOP--
After this would come yourself again (this is what we are trying to eliminate)
After this would come no skill but plenty of time ( this is NOT helpful nor prudential)
After this would come no skill and no time (again-- do NOT do this)
For efficiency and quality-- try delegating in this order. Look around and think these categories through. Surely you have people with
He could have added fortune to fame, but caring for neither, he found happiness and honor in being helpful to the world- This epitaph on the grave of George Washington Carver is proof enough of the contribution this great African-American made by inventing new agricultural technologies that revolutionized farming in several
Sometimes delegation ends up like an old fashioned day of bartering: "If you do 'XYZ' ; I will take care of 'ABC'. With this type of arrangement both parties may be much happier with their work performance and productivity that day / week.
Now-- Who to delegate to: Well instead of walking out your office door and finding the first person that must take orders from you-- try thinking this through for the benefit of both the company and your own reputation. Try this order--
- Those who have the talent & the time
- Those who have the talent but no time-- (you might barter with them)
- Those who have the comprehensive ability to be trained & have the time
- Those who have the comprehensive ability to be trained but do not have the time (again tradeoffs might work)
---STOP--
After this would come yourself again (this is what we are trying to eliminate)
After this would come no skill but plenty of time ( this is NOT helpful nor prudential)
After this would come no skill and no time (again-- do NOT do this)
For efficiency and quality-- try delegating in this order. Look around and think these categories through. Surely you have people with
Often overlooked, these 5 simple steps can speed up your job search and encourage more executive recruiters and decision makers to call you.1. Be seen as an achiever rather than a “doer” by focusing your resume on your achievements rather than responsibilities. On your resume, under each of your job titles use “Achie
- Those who have the talent & the time
- Those who have the talent but no time-- (you might barter with them)
- Those who have the comprehensive ability to be trained & have the time
- Those who have the comprehensive ability to be trained but do not have the time (again tradeoffs might work)
---STOP--
After this would come yourself again (this is what we are trying to eliminate)
After this would come no skill but plenty of time ( this is NOT helpful nor prudential)
After this would come no skill and no time (again-- do NOT do this)
For efficiency and quality-- try delegating in this order. Look around and think these categories through. Surely you have people with
Golda Meir, the Russian born Israeli politician once said, “I must govern the clock, not be governed by it.” How very true. This is the perfect example for how a businessman must think. The lesson that this quote teaches is to think differently while still being within the limits of reason. It emphasizes the importance of ti
---STOP--
After this would come yourself again (this is what we are trying to eliminate)
After this would come no skill but plenty of time ( this is NOT helpful nor prudential)
After this would come no skill and no time (again-- do NOT do this)
For efficiency and quality-- try delegating in this order. Look around and think these categories through. Surely you have people within your establishment who fit these categories. And if not-- get to the HR dept and see what can be done.
Until next time--- all the best,
Kate
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