{"id":8108,"date":"2020-03-27T15:10:00","date_gmt":"2020-03-27T19:10:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=8108"},"modified":"2020-04-18T11:49:33","modified_gmt":"2020-04-18T15:49:33","slug":"how-to-delegate-effectively-covey-7-habits","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/how-to-delegate-effectively-covey-7-habits\/","title":{"rendered":"How to Delegate Effectively + The 2 Types of Delegation"},"content":{"rendered":"\n

How do you make sure you have time for your high-priority, Quadrant II goals, while also leaving room in your schedule for the unexpected? Delegate. <\/p>\n\n\n\n

To delegate means to assign tasks to others people or groups. Delegating is a way to manage time effectively, and helps you self-manage. There are two types of delegation, and learning how to delegate effectively will help you achieve the priorities you identified in your quadrant 2<\/a>. <\/p>\n\n\n\n\n\n\n\n

What are the Types of Delegation? <\/h2>\n\n\n\n

Some people resist delegating tasks to other people because of the up-front time investment: You have to explain what needs to be done and how to do it, and the other person might not do as good a job as you could\u2019ve done. Navigating around this is an important part of learning how to delegate effectively. <\/p>\n\n\n\n

How to delegate effectively means delegating tasks that can be performed by someone else. This is the essence of a Quadrant II activity: instead of reacting to the urgent need to just get a task done, you\u2019re making a short-term investment that frees you up in the long term to spend your time and energy on more important and valuable activities. <\/strong>In addition, both people benefit because the delegator gains more time and the person being delegated to gains knowledge and experience.<\/p>\n\n\n\n

Delegation creates the difference between a producer and a manager; a producer does whatever\u2019s needed to achieve a result, while a manager capitalizes on people and systems to increase production capability. When a producer spends one hour on a task, she gets one unit of results, but when a manager spends one hour of effort she can create tens or hundreds of units of results, depending upon the size of the team she\u2019s managing. A manager knowing how to delegate effectively is as important as a producer doing that task correctly. There are two forms of delegation: gofer delegation, and stewardship delegation<\/a>. One is far superior than the other.<\/p>\n\n\n\n

Gofer Delegation<\/h2>\n\n\n\n

The first type of delegation is gofer delegation \u2014 when a manager simply instructs her team members to \u201cgo for this, go for that.\u201d Gofer delegation is not very effective because the manager is essentially micromanaging her team, focusing on the methods they use rather than the results they achieve. In addition, gofer delegation doesn\u2019t free up the manager to attend to other tasks if she is busy supervising every action her team takes. <\/strong>All in all, gofer delegation is not the type of delegation to pursue when deciding how to delegate effectively. <\/p>\n\n\n\n

A manager with a gofer delegation paradigm are hands-on and may feel very involved, but her hovering doesn\u2019t give her team members space to develop any personal investment in the results. If your boss is telling you every step to take and monitoring every move, you\u2019ll probably get to the point<\/a> where you\u2019re just going through the motions to appease her. In contrast, if your boss empowers you to handle a task or project and says that she trusts you to decide how to accomplish it, you\u2019re more likely to feel responsible for the results. Choosing how to delegate effectively can drastically alter results, and is an important part of management. <\/p>\n\n\n\n

Stewardship Delegation<\/h2>\n\n\n\n

The second approach in the example above is stewardship delegation. Stewardship delegation focuses on the results instead of the methods, giving team members the freedom to choose<\/a> their approach and have a greater stake in the results.<\/strong> This requires managers to trust their employees, and to allow time for employees\u2019 learning curve to reach that level of trust. Of the two types of delegation, stewardship delegation is the far more effective type of delegation, and will help much more when choosing how to delegate effectively. <\/p>\n\n\n\n

Effective stewardship delegation requires managers to clearly communicate her expectations in five areas:<\/p>\n\n\n\n

  1. Results:<\/strong> The team member must understand what results she is responsible for accomplishing. <\/li>
  2. Guidelines:<\/strong> While the manger shouldn\u2019t dictate the methods for accomplishing a goal, it\u2019s important that she explain the parameters so the team member doesn\u2019t unknowingly violate rules or standard operating procedures; doing so can hinder the team member\u2019s confidence and sense of empowerment. On the other hand, the manager should also educate the employee about methods that don\u2019t work so that the employee doesn\u2019t waste her time reinventing the wheel. <\/li>
  3. Resources:<\/strong> Team members need to understand what resources are available to help them accomplish the task, whether that includes manpower, money, technology, or support from the organization. <\/li>
  4. Accountability:<\/strong> Managers must explain the quality standards that will be used to measure the results, and when results will be evaluated. <\/li>
  5. Consequences:<\/strong> Team members need a clear understanding of the consequences of success \u2014 such as a financial bonus or job promotion \u2014 and of failure.<\/li><\/ol>\n\n\n\n

    When using stewardship delegation, adapt your approach to the person and situation. If you\u2019re delegating to an immature person, narrow the results and provide more guidelines, resources, accountability check-ins, and consequences. If you\u2019re delegating to a more mature person, you can give her a larger number or more difficult results to achieve while offering fewer guidelines and check-ins.<\/p>\n\n\n\n

    Delegating is an important part of achieving quadrant 2. Learning how to delegate effectively and utilizing stewardship delegation will help you manage your time<\/a> and yourself, and feel confident in your tasks.<\/p>\n","protected":false},"excerpt":{"rendered":"

    How do you make sure you have time for your high-priority, Quadrant II goals, while also leaving room in your schedule for the unexpected? Delegate. To delegate means to assign tasks to others people or groups. Delegating is a way to manage time effectively, and helps you self-manage. There are two types of delegation, and learning how to delegate effectively will help you achieve the priorities you identified in your quadrant 2.<\/p>\n","protected":false},"author":5,"featured_media":8137,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[34,14],"tags":[73],"class_list":["post-8108","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication","category-management","tag-7-habits-of-highly-effective-people","","tg-column-two"],"yoast_head":"\nHow to Delegate Effectively + The 2 Types of Delegation - Shortform Books<\/title>\n<meta name=\"description\" content=\"To delegate means to assign tasks to other people or groups. This helps manage your time and make time in your schedule. 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