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What do you do if your delegation efforts are not yielding desired results?

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Delegation is a key skill for personal development, as it allows you to focus on your strengths, leverage the talents of others, and achieve more with less stress. However, delegation is not always easy or effective, and sometimes you may find that your delegation efforts are not yielding desired results. What do you do then? Here are some tips to help you improve your delegation skills and outcomes.

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Dave Stitt PCC

Leadership team coach and content creator

1 Identify the root cause

The first step is to identify the root cause of why your delegation efforts are not working. Is it because you are not clear about the expectations, goals, and deadlines? Is it because you are not providing enough support, feedback, or recognition? Is it because you are micromanaging, overloading, or underestimating your delegates? Or is it because you are delegating to the wrong people, who lack the skills, motivation, or alignment with your vision? By asking yourself these questions, you can pinpoint where the problem lies and what you need to change.

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Dave Stitt PCC

Leadership team coach and content creator
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And possibly none of that- effective delegation is complex, beyond simple cause and effect. Anything to do with “people” is complex. My Deep and Delegation Book - available from Amazon (search Dave Stitt) provides a tried and tested methodology. Master DDD to permanently operate at a higher level and unleash the talent around you

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Dr Zubain Murtuza

Business-Oriented Healthcare Leader | Regulatory Affairs & Market Access Strategist | Fueling Compliance & Growth
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If delegation efforts are not yielding desired results, it's essential to reassess the delegation process. Consider if tasks were assigned appropriately, if there was clear communication and instructions, if the right people were chosen for the tasks, and if there were any obstacles hindering success. Adjustments may include providing additional training, clarifying expectations, reassigning tasks, or addressing any underlying issues causing inefficiency.

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2 Communicate effectively

The second step is to communicate effectively with your delegates, both before and during the delegation process. Before you delegate, make sure you explain the purpose, scope, and expected results of the task, and how it fits into the bigger picture. Also, clarify the roles, responsibilities, and authority of each delegate, and agree on the criteria and methods for measuring and reporting progress. During the delegation process, keep the communication lines open, and provide regular and constructive feedback, guidance, and encouragement. Also, listen to their concerns, suggestions, and feedback, and show appreciation for their efforts and achievements.

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Jéssica Raquel Galione Amorim

Coordenadora de Legal Ops | Advogada Especialista em Alta Performance | Gest?o Estratégica | Gest?o de Pessoas | Gest?o de Processos | Top Voice Gest?o de Equipes e Gest?o Administrativa | Mentora
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Se os esfor?os de delega??o n?o est?o produzindo os resultados desejados, é importante analisar a situa??o e considerar revis?o da comunica??o, certificando que a comunica??o entre você e a pessoa a quem delegou a tarefa está clara e completa. Verifique se as instru??es foram entendidas corretamente e se há espa?o para esclarecer dúvidas ou fornecer orienta??es adicionais.

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3 Empower your delegates

The third step is to empower your delegates, by giving them the autonomy, resources, and support they need to succeed. Autonomy means letting them decide how to accomplish the task, within the agreed parameters, and trusting them to use their judgment and creativity. Resources mean providing them with the tools, information, and training they need to perform the task effectively and efficiently. Support means being available and accessible when they need your help, advice, or intervention, and removing any obstacles or barriers that may hinder their progress.

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Jéssica Raquel Galione Amorim

Coordenadora de Legal Ops | Advogada Especialista em Alta Performance | Gest?o Estratégica | Gest?o de Pessoas | Gest?o de Processos | Top Voice Gest?o de Equipes e Gest?o Administrativa | Mentora
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Quando os esfor?os de delega??o n?o geram os resultados desejados, é crucial examinar a situa??o avaliando as habilidades e capacidades envolvidas., sendo fundamental verificar se a pessoa designada para a tarefa possui os conhecimentos, habilidades e recursos necessários para concluí-la com êxito. Caso contrário, pode ser necessário fornecer treinamento adicional ou até mesmo redistribuir a tarefa para alguém mais qualificado.

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4 Monitor and evaluate

The fourth step is to monitor and evaluate the results of your delegation efforts, by comparing the actual outcomes with the expected ones, and identifying the gaps, strengths, and areas for improvement. Monitoring means checking in periodically with your delegates, and reviewing their progress reports, deliverables, and feedback. Evaluating means assessing the quality, timeliness, and impact of their work, and giving them recognition and rewards for their performance. Also, evaluate your own delegation skills, and reflect on what you did well and what you can do better next time.

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5 Learn and improve

The fifth step is to learn and improve from your delegation experiences, by applying the lessons learned and the feedback received to your future delegation decisions and actions. Learning means analyzing the root causes of success and failure, and identifying the best practices and the mistakes to avoid. Improving means updating your delegation plan, strategy, and style, and enhancing your communication, empowerment, and evaluation skills. Also, seek out opportunities to delegate more effectively and efficiently, and challenge yourself and your delegates to grow and develop.

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6 Delegate with confidence

The sixth step is to delegate with confidence, by trusting yourself and your delegates, and embracing the benefits and challenges of delegation. Confidence means believing in your ability to delegate well, and in your delegates' ability to deliver well. It also means being open to feedback, learning, and improvement, and not being afraid to delegate again. Delegation is a skill that can be learned and mastered, and it can help you achieve your personal and professional goals, while also developing your delegates' potential and performance.

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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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What do you do if your delegation efforts are not yielding desired results?

1

2

3

4

5

6

7

1 Identify the root cause

2 Communicate effectively

3 Empower your delegates

4 Monitor and evaluate

5 Learn and improve

6 Delegate with confidence

7 Here’s what else to consider

Personal Development

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What do you do if your delegation efforts are not yielding desired results?

1

2

3

4

5

6

7

1 Identify the root cause

2 Communicate effectively

3 Empower your delegates

4 Monitor and evaluate

5 Learn and improve

6 Delegate with confidence

7 Here’s what else to consider

Personal Development

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