by Alan Campbell, Featured Contributor
To Delegate or not?
TRUST IS PERHAPS one of the key factors in delegating a project, with teamwork being the 
other. In order for this scenario to be effective one must believe in their team, in order to empower them. It takes more than willingness and trust to make this happen. Some simple rules of effective delegation that might help you guide the process.
- Decide what items to delegate
- Get your team ready
- Provide clear instructions as to what you expect from the team
- The team must be empowered to act upon the task
- Provide assistance if called on for it
- Monitor progress of task
- Praise those efforts (Good job, well done)
- Start with a small task, one that will get the team started, and will keep the goal in sight.
- Select those team members that you are confident that can get the job done.
- If clarity is provided you can expect the outcome to be successful.
- Grant the necessary authority so the team can complete the task at hand.
- You should be available to assist if called upon to do so.
- Perhaps most important stay on top of items so as to redirect or motivate colleagues so they don’t feel abandoned.
Offer praise for those “well done” “good job” as the project is reaching its milestone.
These suggestions have been published by other leaders as well, I am not the originator: however they apply to anyone wanting help in delegating a team. There are a lot of CEO’S that hold everything back, because they fear that delegation will weaken their position. Good leaders learn to delegate, that is what makes them effective.
The process of building a well-informed and properly trained team allows leaders to harness various talents and perspectives for the collective good. It may be challenging at first, but will pay great dividends over time while also alleviating some of the crushing burden that often sits on a leader’s shoulders.
