Here's how you can ensure clear instructions and expectations when delegating tasks.

Consider these points to enhance delegation: ?? Involve them in the planning process ?? Encourage collaboration and innovation ?? Keep communication lines open ?? Offer support when needed

Let's go back to basics and remember that delegation is about entrusting authority and responsibility to someone. * What is their level of authority? How far can they progress without checking in with you? * What are the specifics of the task that are their responsibility to complete? To what standard? What is the deadline? Too many abdicate rather than delegate and then wonder why the task if not completed well. The delegation process is an ongoing conversation. Set your people up to succeed not fail.

When delegating tasks, specificity is crucial. Instead of using the SMART criteria, consider the PACT approach: Purposeful, Actionable, Continuous, and Trackable. Define the task's purpose to ensure it aligns with long-term goals and passions, making it meaningful and motivating. Break down the task into actionable steps that the delegatee can control, ensuring they know exactly what actions to take. Emphasise continuous progress by setting up regular check-ins and updates to maintain momentum. Finally, make the task trackable by establishing clear metrics to monitor progress and success. This method ensures clarity and sustained effort towards task completion.

→ Clear expectations = Success → Regular check-ins = Alignment Remember, effective communication is the bridge to achievement. Keep leading with clarity. ??

Start with the end in mind. What is your ultimate goal? Timeline? Nonnegotiables? Set a deliberate meeting and start clearly. We are going to establish our goals, timeline and nonnegotiables. Have an agenda take notes via a shared system so everyone is in the same page.

Effective communication is key to successful delegation. Use simple, concise language to explain the task and avoid jargon or vague terms. Establish clear communication channels for regular updates and feedback. Encourage questions to ensure understanding and provide ongoing support. Regular check-ins help monitor progress and address any issues promptly. By maintaining open lines of communication, you foster a collaborative environment where team members feel comfortable seeking clarification and providing updates.

Encourage team members to ask questions freely. ? It fosters a culture of understanding and collaboration. Remember, clarity breeds confidence and success. ??

The best thing you can do towards the end of the initial delegation process is ask the individual to summarise. I like to say something like "So that I can be sure I'm not missing anything here, please run me through the key requirements". It's a much better experience for both parties when we're confident we're on the same page.

Providing your team with the right resources is key to unlocking their full potential and ensuring task success. ? Remember, it's not just about giving instructions; it's about empowering them with the tools, information, and support they need to thrive. ??

Don't underestimate the power of regular check ins during delegation. They foster a culture of: ? Support ? Guidance ? Accountability

This is a step that is often missed, especially when we feel we’ve given clear direction. Questions come up, new developments emerge and people might need additional or different resources. Do not under value this part of delegation.

The degree of monitoring and reviews is going to depend on the complexity/familiarity of the task for each individual. More complex or new, more monitoring, even with confident people. More control passes to them the more familiar and simple the task. This approach prevents both micromanaging or deserting.

Remember that you're entrusting authority and responsibility. Empower to the level that is appropriate for the individual. Too much too soon can backfire badly and destroy the self-confidence of the individual. Not enough can demotivate and lead to disengagement.

One of the most common missteps that I witness leaders take when delegating to members of their teams is instilling a culture of accountability and ownership. When you delegate to your team members it is a sign of trust and acknowledgement that they can contribute to the organization at a higher level. Without empowering them to apply their skills and unique thoughts to the situation, you are holding them back from developing new skills to support their continued success. Make sure to message how you want to empower them to take on the initiative, task, or decision so that they feel permission to bring their authentic attributes to execute success. Let go of your need of control and tap into the strengths of your team.