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Last updated on 2024年7月23日

Here's how you can evaluate tasks for delegation.

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Delegating tasks effectively is an essential skill in management that can significantly enhance productivity and team dynamics. By assigning responsibilities to others, you not only empower your team but also free up your own time to focus on higher-level strategic work. However, knowing which tasks to delegate can be challenging. It's important to evaluate each task carefully to ensure it's suitable for delegation and that it aligns with the skill sets and development goals of your team members.

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Arsal Tariq

Author | eBook Writer | Help businesses earn significant revenues | Content Strategist | A people enabler, not yet…
Gavin Sallery
Aarti Sehgal Gandhi

Curriculum and Academic Head, Education Consultant,Author,Pedagogue and Motivational Speaker

1 Identify Core

Begin by distinguishing the tasks that are core to your role from those that are peripheral. Core tasks are integral to your position and usually require your specific expertise or authority. For example, strategic planning and decision-making typically fall under this category and should seldom be delegated. On the other hand, peripheral tasks are those that support the core functions but don't necessarily have to be completed by you. These are the tasks that you should consider for delegation, as they can often be effectively handled by other team members.

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Arsal Tariq

Author | eBook Writer | Help businesses earn significant revenues | Content Strategist | A people enabler, not yet another self-promoter.
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Task delegation is key. Start by identifying core tasks. Core tasks are vital to your role and need your expertise. Example: Strategic planning and decision-making. Don't delegate these. Peripheral tasks support core functions but don't need you directly. Delegate these to your team. Example: Routine data entry or scheduling. Here's how to do it right: → Identify Core Tasks → Assess Skills of Team Members → Define Clear Outcomes → Provide Necessary Training → Monitor Progress Regularly → Adjust Strategy as Needed Empower your team by delegating smartly. Free up your time for high-impact work. Start today. See the difference.

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Gavin Sallery
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If a task is neither critical nor urgent, it can be delegated. Anything that requires your unique skills, or must be done quickly, stays on your plate.

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Ankitaa Pupneja

Building MicroUniversity | CU '26 | Writer | Creating a solo business while pursuing full-time University
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After multitasking for a good time you will get to know your forte and when you plan to expand , remember - - Either delegate the work you find is not your core strength but you have enough knowledge around it to hire good folks - Or/and delegate the work which is repetitive & can be done by anyone who has basic knowledge

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Iago Máximo Silva Possid?nio

User Support Technician NI/NII | Analyst Infrastructure Services III
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Liste todas as suas atividades: Comece fazendo uma lista de todas as tarefas que você realiza regularmente, tanto grandes quanto pequenas. Classifique as tarefas por categoria: Organize as tarefas em categorias, como opera??es diárias, projetos de longo prazo, tarefas administrativas, etc. Importancia: Determine quais tarefas s?o cruciais para o sucesso do seu trabalho ou projeto. Tarefas de alta importancia s?o aquelas que têm um impacto significativo nos objetivos estratégicos da equipe ou organiza??o. Urgência: Avalie o prazo de cada tarefa. Tarefas urgentes s?o aquelas que precisam ser concluídas em um curto período de tempo.

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Kaloyan P. Petrov

Agile Leadership Coach ?? Director Sponsorship and Partnership PMI Bulgaria ?? Executive MBA ?? SAFe? 6 Practice Consultant ?? Driving Organizational Transformation & Team Success ???? 30K+
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To evaluate tasks for delegation, start by assessing the complexity and routine nature of the task, ensuring it's suitable for someone else to handle without extensive training. Consider the expertise and skills required, matching them to the team member best suited for the job. Evaluate the potential impact on productivity and the overall workflow, ensuring delegation will enhance efficiency rather than disrupt it. Finally, consider the importance of the task, delegating less critical tasks first to build trust and competence in your team.

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2 Assess Skills

To delegate effectively, assess the skills and capabilities of your team members. You want to ensure that the person taking on the task has the necessary expertise, or at least the potential to develop it. Consider their current workload as well; delegating to someone who is already overwhelmed may lead to subpar results. It's a fine balance between challenging your team and setting them up for success. When done right, delegation can be a powerful tool for professional growth, allowing team members to stretch their abilities and gain new competencies.

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Aarti Sehgal Gandhi

Curriculum and Academic Head, Education Consultant,Author,Pedagogue and Motivational Speaker
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Evaluate Team Skills: Assess the strengths and expertise of team members. Match tasks with individuals who have the relevant skills or those who can benefit from the learning experience.

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Régis Lima

CEO | CMO | COO | Partner & Board Member | Diretor Executivo Comercial | Solu??o Fiscal | BPO Fiscal
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Depois de entender a prioridade e o objetivo de cada tarefa, um gestor deve levar em considera??o o tempo, a habilidade e a experiência dos profissionais para conseguir delegar com mais assertividade. Compreender a disponibilidade é essencial para n?o sobrecarregar equipes, assim como é preciso entender o suporte que será necessário. Um novo projeto ou uma nova demanda é uma oportunidade para todos, ent?o estamos falando de um aprendizado contínuo, por isso, gestores devem observar o potencial e a disponibilidade dos funcionários para que seja uma fase de crescimento mútuo, onde profissionais desenvolvem novas experiências e a empresa amplia seus resultados de forma sustentável.

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3 Define Outcomes

When evaluating tasks for delegation, clearly define the desired outcomes. This means understanding what success looks like for each task and communicating it effectively. Without a clear picture of the expected results, it's difficult for team members to meet objectives. Ensure that the outcomes are measurable and time-bound, so there's no ambiguity about what needs to be achieved and by when. This clarity helps in holding team members accountable and in providing constructive feedback.

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4 Consider Training

Sometimes, a task is ripe for delegation but the team member lacks certain skills to complete it effectively. In such cases, consider the training or support they might need. Allocating time for training can be a worthwhile investment, leading to increased capacity and capability within your team. Evaluate whether the task at hand can serve as a development opportunity for a team member and what resources might be necessary to support their success in taking on this new responsibility.

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5 Monitor Progress

After delegating a task, it's important to monitor progress without micromanaging. Establish check-ins to provide guidance and address any issues early on. Effective monitoring ensures that the task is on track and allows for adjustments as needed. It also gives you the opportunity to provide feedback, which is crucial for learning and development. Remember, delegation is not about abdicating responsibility but rather about entrusting it while maintaining oversight.

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Bruno Finotti

Sócio na Hemmer Advocacia | Direito Empresarial | Direito Societário | Direito Comercial
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Na minha vis?o a delega??o depende de uma constante atualiza??o do andamento daquele projeto, para que n?o se torne unicamente uma transferência de responsabilidade, perdida pela falta de direcionamento adequado das atividades.

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Milena Xavier Linhares de Andrade

Diretora jurídica na Hemmer Advocacia
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Concordo plenamente! Se n?o tiver acompanhamento da tarefa delegada, provavelmente n?o haverá sua conclus?o e o prosseguimento do projeto principal.

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6 Adjust Strategy

Lastly, be prepared to adjust your delegation strategy based on feedback and outcomes. If a task was not completed successfully, analyze what went wrong and what can be improved next time. Perhaps the task wasn't suitable for delegation, or maybe it was the right task but delegated to the wrong person. Use these insights to refine your approach to delegation, ensuring that you're continually improving your management practices and your team's performance.

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Bruno Finotti

Sócio na Hemmer Advocacia | Direito Empresarial | Direito Societário | Direito Comercial
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Na minha experiência o líder deve sempre assumir a responsabilidade final pela entrega, n?o podendo transferir de forma simples a responsabilidade ao delegado. Nesse caso, a estratégia tem que ser constantemente revisitada e reajustada, inclusive com altera??o dos participantes, caso necessário.

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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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Bruno Finotti

Sócio na Hemmer Advocacia | Direito Empresarial | Direito Societário | Direito Comercial
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A delega??o deve ser iniciada com o alinhamento das expectativas, que deve abordar o tempo e a qualidade esperada para aquela entrega. Outro ponto a ser evidenciado é o objetivo final do projeto, de forma a facilitar a compreens?o da importancia da tarefa delegada para o resultado pretendido.

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Here's how you can evaluate tasks for delegation.

1

2

3

4

5

6

7

1 Identify Core

2 Assess Skills

3 Define Outcomes

4 Consider Training

5 Monitor Progress

6 Adjust Strategy

7 Here’s what else to consider

Management

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Here's how you can evaluate tasks for delegation.

1

2

3

4

5

6

7

1 Identify Core

2 Assess Skills

3 Define Outcomes

4 Consider Training

5 Monitor Progress

6 Adjust Strategy

7 Here’s what else to consider

Management

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