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© Development Dimensions International, Inc., MMXII. All rights reserved.
DELEGATING WITHPURPOSE
File Name: DWP-Slides
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Describe or Illustrate…
• What do team members
think, feel, and say about a
leader who doesn’tdelegate?
• What do team members
think, feel, and say about aleader who dumps tasks
and runs?
2 © Development Dimensions International, Inc., MMXII. All rights reserved.
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© Development Dimensions International, Inc., MMXII. All rights reserved.3
Delegating with
Purpose Is…Continually looking for
opportunities to:
• achieve results• build capability
by assigning task and
decision-making
responsibilities with
clear boundaries,
support, and follow-up.
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Matching People to the Task
• Abilities
• Availability
• Motivation
• Development Needs
4 © Development Dimensions International, Inc., MMXII. All rights reserved.
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© Development Dimensions International, Inc., MMXII. All rights reserved.5
Identify Best Candidate
Think of names of
potential candidates
for each task.Person 1 Y Y N?
? Y Y YPerson 2
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Matching People to the Task
• Abilities
• Availability
• Motivation
• Development Needs
6 © Development Dimensions International, Inc., MMXII. All rights reserved.
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If you’re notchallenging yourself
and your team to
step out of yourcomfort zones,
you’re probably not
delegating enough.
7 © Development Dimensions International, Inc., MMXII. All rights reserved.
8/18/2019 Delegation of Responsibility Fugro Slides PDF
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No two
delegations
are the same!
8 © Development Dimensions International, Inc., MMXII. All rights reserved.
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© Development Dimensions International, Inc., MMXII. All rights reserved.9
Delegating with
Purpose Is…Continually looking for
opportunities to:
• achieve results• build capability
by assigning task and
decision-making
responsibilities with
clear boundaries,
support, and follow-up.
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© Development Dimensions International, Inc., MMXII. All rights reserved.10
• Purpose, importance, benefits
• Overall scope and specific tasks
• Technology/Equipment required
• Outputs and results
• Performance expectations
• Time frames, deadlines, obstacles
Responsibility
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© Development Dimensions International, Inc., MMXII. All rights reserved.11
Determine the level of authority by considering:
• The person’s experience and abilities
relative to the task.
• The person’s motivation for the task.
• The complexity of the task.
• The importance of the task and the
decisions to be made.
• Potential negative effect if you must rescind.
Authority
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© Development Dimensions International, Inc., MMXII. All rights reserved.12
Resources and other help needed
to ensure success, including:
• Coaching.• Training.
• Information sharing.
• Removing barriers.
• Mentoring from others with expertise.
Support
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© Development Dimensions International, Inc., MMXII. All rights reserved.13
Measuring
Set specific, objective
targets so peopleknow what’s expected
and can evaluate their
results as they carryout delegated tasks.
Monitoring
Identify how and when
you will observe andtrack people’s progress
as they carry out
delegated tasks.
Follow-up
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The Planning Points
• Responsibility
• Authority
• Support
• Follow-up
14 © Development Dimensions International, Inc., MMXII. All rights reserved.
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© Development Dimensions International, Inc., MMXII. All rights reserved.15
• To encourage ownership
and commitment for the
delegation.
• To clarify responsibility,authority, support, and
follow-up.
• To seek and confirm a
person’s abilities,availability, motivation,
and development needs.
• To build confidence and
competence.
• To provide needed
guidance and resources.• To reinforce successes
and redirect less-effective
performance.
Involvement Support
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© Development Dimensions International, Inc., MMXII. All rights reserved.16
When is thedelegated
task/responsibilityno longer a
delegation?
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© Development Dimensions International, Inc., MMXII. All rights reserved.17
Formal Follow-up
• Set key milestones to assess progress,
provide feedback, and address any
concerns.• Provide proactive coaching for the next
important aspect of the task.
• Revisit and adjust your initial delegationplan based on the person’s progress.
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Informal Follow-up
• Stay in touch to keep
abreast of any challenges
or problems.
• Quickly assess progress
to offer additional coaching
and support.
• Reinforce effective
performance while the
person is handling the task.
© Development Dimensions International, Inc., MMXII. All rights reserved.18