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Last updated on 2024年7月10日

Here's how you can decide which tasks to delegate and which to keep as a manager.

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As a manager, knowing which tasks to delegate and which to keep is key to both your success and that of your team. Delegation is not just about offloading work; it's about maximizing efficiency and developing your team's skills. To navigate this complex decision-making process, you must understand your own strengths and weaknesses, the needs and abilities of your team, and the importance and urgency of tasks at hand. By mastering the art of delegation, you can enhance productivity, foster a trusting work environment, and ensure that you're focusing on the right areas to lead your team to success.

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1 Assess Tasks

Begin by evaluating all the tasks on your plate . Consider their importance, urgency, and the specific skills they require. Tasks that are non-critical and do not align with your core competencies are prime candidates for delegation. This allows you to focus on tasks that require your unique expertise or are of strategic importance to the team or organization. Remember, the goal is to empower your team by trusting them with responsibilities that they can handle or grow into, not just to lighten your workload.

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Mohammadreza Tarafrava

Export Chemical Raw Material | Solution Export | Sales strategy Market and Supply Chain Developer| B2B Sales Expert| Business Negotiator| Strategic Sales Planer| Technical Sales Engineer | Multi-Criteria Decision Maker
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As a manager, deciding which tasks to delegate and which to keep is a delicate balance. Effective delegation not only empowers your team but also allows you to focus on high-level strategic priorities. When delegating, consider the complexity of the task, the skills of your team members, and the potential impact on overall productivity. By judiciously allocating responsibilities, you can foster a culture of ownership and professional development, ultimately driving your organization's success.

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Robert Claire

Head of Academics at New Assignment Help Australia
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Effective delegation is a key skill for successful managers. To decide what to delegate, focus on tasks that fall outside your unique strengths and the strategic direction you set. Consider the "Six T's": Tiny, Tedious, Time-consuming, Teachable, Trivial, and Troublesome. Delegate these routine or learnable activities. Conversely, keep tasks requiring your specific expertise, high-level decision-making, or building crucial relationships. This frees you to focus on the big picture while empowering your team and fostering their growth.

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2 Know Strengths

Understanding your team's strengths and weaknesses is crucial when deciding which tasks to delegate. Take time to consider each member’s skill set, professional development goals, and current workload. Delegating tasks that align with their strengths or development objectives not only ensures the task is in capable hands but also contributes to their growth. This strategic approach to delegation can lead to increased job satisfaction and motivation among your team members.

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3 Evaluate Impact

Consider the potential impact of delegating each task. Some tasks may seem minor but have a significant effect on other projects or team morale. Delegating such tasks can be an opportunity to show trust in your team's abilities and judgment. Conversely, tasks with high visibility or risk might require your direct oversight. Gauge the impact of each task carefully to delegate effectively and maintain control over critical outcomes.

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4 Time Management

Effective time management is a key factor in deciding which tasks to delegate. Analyze how much time each task requires and how it fits into your schedule. If a task is time-consuming yet does not require your specific expertise, it may be better handled by someone else. Delegating these tasks can free up your time for high-priority projects that necessitate your attention, ultimately leading to more efficient use of your time and resources.

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5 Growth Opportunities

Delegation is also a tool for fostering growth and development within your team. Identify tasks that could serve as developmental opportunities for your team members. By assigning challenging yet manageable tasks , you help them build new skills and gain confidence. This approach not only aids in their professional development but can also help you identify potential leaders and ensure a more resilient and versatile team.

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6 Maintain Balance

Finally, strive to maintain a balance between delegation and personal responsibility . While it's important to delegate, retaining certain tasks is necessary to stay connected with the day-to-day operations and to lead by example. Keep a mix of strategic and operational tasks that allow you to remain hands-on while also leveraging the diverse capabilities of your team . This balance is key to effective management and a well-functioning team.

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Kamil ?lqar Zeynalov

??LinkedIn Top Voice in Management & Interpersonal Skills | Founder & Director | Expertise in Management & Business Development
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By striking a balance between personal accountability and delegation, you may lead by example and maintain awareness of the day-to-day operations. By doing some chores, you can directly contribute and gain insight into the difficulties faced by your team. Appropriate delegation ensures that work is completed effectively, helps your team grow, and empowers them. A collaborative atmosphere where each person's skills are fully realized is fostered by this balance, and it also keeps you as a leader involved and encouraging.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Nochur Krishnasastry Jayaraman

Retired Chief Manager, Union Bank of India
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One can delegate duty and not responsibility. So whatever happens in your team, you are only responsible. Better to delegate repetitive and routine jobs. Same time have group meetings to know who is eager to learn new things and own up responsibilities. In the back of your mind, you need to have succession planning, not only for you, but other personnel who are key for team's growth. Innovative ideas like rotating job, sending for sudden external training etc may inculcate a feeling that no one is indispensable, but anyone can have career growth. Suggestions from team mates builds up their involvement. Finally a delegatee cannot further delegate. Interpersonal behavior can be understood only in real life situations. So delegate .

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Here's how you can decide which tasks to delegate and which to keep as a manager.

1

2

3

4

5

6

7

1 Assess Tasks

2 Know Strengths

3 Evaluate Impact

4 Time Management

5 Growth Opportunities

6 Maintain Balance

7 Here’s what else to consider

Management

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Here's how you can decide which tasks to delegate and which to keep as a manager.

1

2

3

4

5

6

7

1 Assess Tasks

2 Know Strengths

3 Evaluate Impact

4 Time Management

5 Growth Opportunities

6 Maintain Balance

7 Here’s what else to consider

Management

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