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SKILLS
Below is a list of symbols that will be used throughout the session, please familiarise yourself
with them before proceeding:
This symbol is a Trainer Discussion symbol, either this symbol or all blue
text (if printed in colour) shows when the trainer needs to impart information to the
participants
This symbol is an Action Plan symbol, to be used during the end of course
action planner
Total time of main session: 2 hours
Delegation is much more than telling others what to do. It is about using a
particular style of leadership that empowers others to take responsibility and
make decisions. It develops their skills and knowledge and makes full use of
their potential.
Delegation is about entrusting others with your authority and whilst you
retain overall responsibility if something goes wrong, they are entrusted and
encouraged to make decisions.
Say : Welcome once again to your weekly /monthly training session, this
session will look at delegation skills and how you can use them not only to free
up your own time, but to motivate, develop and empower your team.
Show the Participants the Art of Delegation Video , have a general discussion with
participants on what they think about delegation and what is the correct way to
delegate. Note down their responses on a flipchart. http://www.youtube.com/watch?
v=8x1Dtslo9xU
There after note the objectives of the session and align the participants
expectations : Todays objectives are:
Delegation is much more than telling others what to do. It is about using a
particular style of leadership that empowers others to take responsibility and
make decisions.
It develops their skills and knowledge and makes full use of their potential.
Delegation is about entrusting others with your authority and whilst you retain
overall responsibility if something goes wrong, they are entrusted and
encouraged to make decisions.
During this session we will introduce a 7 step process for delegating. By
following these simple steps you will have a greater understanding of how to
delegate and of what to be aware of when delegating.
Delegation can be used to develop your people and yourself delegation is not just a management technique for freeing up the
boss's time.
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2
3
4
5 Agree deadlines
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2
3
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2
3
4
5
Essential to let the person know how they are doing, and if they have achieved
their aims
If not, review with them why things did not go to plan
Deal with resulting issues
Absorb the consequences of failure, and pass on the credit for success
Certain assumptions will have been made in that the person/s that you are
delegating to be part of your permanent team or part of a wider team and also
that you are delegating work that would otherwise be done by yourself or
other members of the team.
What to delegate
Deciding what tasks are suitable for delegation can sometimes be difficult but
ask participants to consider the type of tasks they used to do or would have
liked to have done, perhaps before being promoted. It is also important to
delegate the ownership of the task rather than just the performance thereby
empowering people to be creative and come up with improvements to a
process themselves.
What shouldnt be delegated?
Flipchart response:
Discuss any interesting points and review the activity with the following
These are usually personnel type responsibilities associated with a leadership
role and would generally include:
Motivation
Recognition
Reprimanding
You should also avoid delegating something you should be doing just because
you dont like the task.
Show Slide 4 Delegation & Leadership Styles (or pre-prepared flip chart
with heading and information)
Exercise: 10 mins
Split participants into small groups or pairs.
Explain that the exercise is to discuss the plusses and minuses of different
leadership styles.
Participants should discuss and answer the questions on the slide (show
below). Once they have done this, lead a review discussion using the
provided notes.
Use of a tell style does not give autonomy to the person, resulting in a less
cooperative approach. They will not be prepared to make decisions but will
instead await your next instruction. This will result in a micro-managing
culture.
The person may not have been given enough information or misinterpreted
what has been said. The meaning of your communication is the response you
get - not necessarily the response you intend! There are two perspectives with
any communication: what you intend to communicate and what the person you
are communicating to perceives and it is this which determines the result. If
you dont get the result you expect, consider asking yourself How might I
communicate this more effectively so the other person understands my
meaning no matter what?
Show Slide 5 , What can go wrong when delegating if using a tell style?
Show Slide 6 , Why will a participative style get better results when
delegating?
Show Slide 7 , How might the person to whom the work is being delegated
feel?
Exercise: 20 mins
We will now have a short practice session using the 7 steps.
Explain the exercise: Working in pairs, decide on a task that needs delegating
and, on a flipchart, break it down into the 7 steps (there are guidance notes in
the handout). The task can be related to anything that you have responsibility
for. Ask participants to refer to all bullet points to ensure each step is fully
covered.
Depending on the numbers attending, allow each pair to present back their
findings. Feedback time may have to vary if there are several tasks to get
through.
The key learning here is that each step is considered even if there is very little
to do on one or more steps (e.g. step 6 may not require anyone else to know
depending on the size and impact of the task).
Summary
You now have a clear understanding of the 7 Step Delegation Model and how
to use it to ensure effective delegation of tasks.
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Delegate effectively
using explained
techniques
Good
Delegation is:
Time saving
Empowering others
Developing the skills of
people you delegate to
Retaining overall
responsibility
A succession planning tool
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