{"id":88954,"date":"2023-10-05T06:32:00","date_gmt":"2023-10-05T06:32:00","guid":{"rendered":"https:\/\/arielle.com.au\/?p=88954"},"modified":"2025-01-13T05:10:10","modified_gmt":"2025-01-13T05:10:10","slug":"delegation-of-authority","status":"publish","type":"post","link":"https:\/\/arielle.com.au\/delegation-of-authority\/","title":{"rendered":"Ultimate Guide To Delegation Of Authority"},"content":{"rendered":"<span class=\"span-reading-time rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\"> 8<\/span> <span class=\"rt-label rt-postfix\">minutes<\/span><\/span>\n<p>Managers worry about their effectiveness, yet paradoxically tend to struggle with delegating authority as a means to becoming more productive.<\/p>\n\n\n\n<p>Success in a leadership role requires that you stop focusing solely on your value as an individual contributor and start sharing the load to strengthen your team\u2019s performance.<\/p>\n\n\n\n<p>Delegating authority gives you an opportunity to earn your team\u2019s trust, shape employees into more well-rounded professionals, and gain recognition as the leader of a team that gets stuff done.<\/p>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/written-warning-template-australia\/\">How To Write A Formal Warning Letter<\/a>).<\/strong><\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What Is Delegation?<\/strong><\/h2>\n\n\n\n<p>Delegation happens when a manager\u2019s tasks and authority are allocated to direct reports in order to maximise each person\u2019s productivity and amplify your team\u2019s overall impact.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"790\" src=\"https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegate-authority-1024x790.jpg\" alt=\"delegate authority\" class=\"wp-image-88977\" srcset=\"https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegate-authority-1024x790.jpg 1024w, https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegate-authority-300x232.jpg 300w, https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegate-authority-768x593.jpg 768w, https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegate-authority-1536x1186.jpg 1536w, https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegate-authority.jpg 1640w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>When you delegate you place your trust in a direct report to achieve the outcome you want, while remaining answerable to your own superiors for ensuring the task goes smoothly.<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>A classic mistake <a href=\"https:\/\/cclinnovation.org\/wp-content\/uploads\/2020\/03\/understandingleadershipchallenges.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">rookie managers<\/a> make: not delegating enough or micromanaging work entrusted to others. <\/span><\/div><\/div>\n\n\n\n<p>However, even experienced leaders fall into the trap of taking on too much themselves or hoarding control.<\/p>\n\n\n\n<p>You\u2019re probably struggling to delegate responsibilities if you find yourself:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Overly stressed<\/strong>.<\/li><li><strong>Not keeping up<\/strong> and missing deadlines.<\/li><li><strong>Constantly fighting fires<\/strong>, like last-minute urgent requests.<\/li><li><strong>Regularly interrupted<\/strong> by lower level employees seeking permission.<\/li><li><strong>Getting dragged into issues<\/strong> beyond your remit.<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Expert Tip.<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Have you delegated authority only to be disappointed and conclude, wryly, that &#8220;when you want something done well, do it yourself&#8221;? The root cause could be your judgement around hiring. Do you know how to test for relevant competencies?<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Why Is Delegating Work Important?<\/strong><\/h2>\n\n\n\n<p>Delegated authority is a powerful source of leverage. It\u2019s the secret to doing more with less.<\/p>\n\n\n\n<p>Importantly, it provides your employees with growth opportunities and helps build a high-performance organisation. Delegation is a critical way for managers to:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Boost confidence <\/strong>of, and build trust with, your reports &#8211; by creating conditions where team members depend on each other.<\/li><li><strong>Ensure timely completion of tasks<\/strong> by allocating work to people with available capacity.<\/li><li><strong>Strengthen<\/strong> your leadership skills by coaching employees through mistakes (every mistake is a learning opportunity for you and your subordinate).<\/li><li><strong>Increase your team&#8217;s effectiveness<\/strong> by ensuring you don&#8217;t become a bottleneck (focus on building the team, rather than working <em>in<\/em> the team.<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Expert Tip.<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Remember that people are most productive when they&#8217;re doing what they like. Delegate to people who like (and are good at) doing the task. This is a tip I learned from Sam Altman.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Is Delegated Authority Same As Delegated Accountability?<\/strong><\/h2>\n\n\n\n<p>No. You\u2019re ultimately accountable. Your boss will not accept the excuse,<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>\u201cYeah, I trusted my assistant John to do the report, and he missed the deadline\u201d.<\/span><\/div><\/div>\n\n\n\n<p>Maybe John messed up, but your boss won\u2019t (and shouldn\u2019t) care. Your failure to hold John accountable is your boss\u2019 only concern.<\/p>\n\n\n\n<p><strong>(Related: <\/strong><a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/arielle.com.au\/workplace-productivity\/\"><strong>How To Improve Workplace Productivity<\/strong><\/a><strong>).<\/strong><\/p>\n\n\n\n<p>You need to own that failure, or your reputation will suffer.<\/p>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Expert Tip.<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Avoid getting stuck in lower-level management by banning the word &#8220;because&#8221; from your vocabulary. &#8220;I didn&#8217;t deliver <em>because<\/em> the marketing manager didn&#8217;t give me the right CRM permissions&#8221; isn&#8217;t a good response. Own the mistake, then use an <a href=\"https:\/\/arielle.com.au\/emotional-intelligence-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">emotionally smart conversation<\/a> to discuss the issue with the marketing manager who let you down.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<p>Do you know the difference between three core concepts: authority, responsibility and accountability?<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What Is Authority?<\/strong><\/h3>\n\n\n\n<p>Authority is both being in charge and wielding genuine power over a situation.<\/p>\n\n\n\n<p>People in top-level management hold the most authority, and it cascades down. <\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>When a manager delegates, they transfer some of their command, which helps the employee get taken seriously.<\/span><\/div><\/div>\n\n\n\n<p>For it to work, be clear about what kind of control the employee has. What orders can they give, or which resources or budget can they access to accomplish the task assigned?<\/p>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/is-an-mba-worth-it\/\">Is An MBA Worth It?<\/a>)<\/strong><\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What Is Responsibility?<\/strong><\/h3>\n\n\n\n<p>Responsibility defines the duties and scope of the work your direct reports take on.<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>Accepting responsibility requires your employee to commit to achieving specific outcomes within certain parameters.<\/span><\/div><\/div>\n\n\n\n<p>Taking responsibility is about employees recognising their obligation and not making excuses if they fall short.<\/p>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Expert Tip.<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">You\u2019ll only breed discontent and discord if you make people responsible without also offering adequate authority to realistically achieve a task. Frontline workers and mid-level managers have the onus of more responsibility (because they\u2019re completing more tasks) and need to be supported accordingly.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What Is Accountability?&nbsp;<\/strong><\/h3>\n\n\n\n<p>Even when managers delegate, they retain the highest level of authority and responsibility within their team. <\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>They&#8217;re ultimately accountable.<\/span><\/div><\/div>\n\n\n\n<p>Managers must justify and face the consequences of the decisions and results that arise from their direct reports\u2019 efforts (remember the <a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/arielle.com.au\/vw-emissions-scandal\/\">VW emissions scandal<\/a>?).<\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>How To Delegate Authority Effectively In 5 Steps.<\/strong><\/h2>\n\n\n\n<p>Effective delegation will eventually lighten your burden, so take the time to incorporate these steps into your management approach.<\/p>\n\n\n\n<div style=\"height:59px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1.&nbsp; Know What To Let Go Of.<\/strong><\/h3>\n\n\n\n<p>Tasks that fall squarely in your purview as a manager shouldn\u2019t be fully offloaded onto subordinates.&nbsp;<\/p>\n\n\n\n<p>Some activities will only have the desired impact, or be viewed as legitimate, because they\u2019re based on your insights as a manager. For instance:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Performance<\/strong> management reviews.<\/li><li><strong>Executive<\/strong> reporting to the C-Suite.<\/li><li><strong>Setting<\/strong> high levels goals and budgets.<\/li><li><strong>Recruiting<\/strong> and onboarding a new team member.<\/li><li><strong>Resolving<\/strong> disputes or conflicts between teammates.<\/li><\/ul><\/div><\/div>\n\n\n\n<p>That doesn\u2019t mean you need to do it all. You could delegate writing the draft of a report to a team member, so you can merely refine the content.<\/p>\n\n\n\n<p><strong>(Related: <a href=\"https:\/\/arielle.com.au\/best-password-managers-australia\/\">9 Best Password Managers In Australia<\/a>).<\/strong><\/p>\n\n\n\n<p>Similarly, you might have an employee shortlist applications for an open role, but then take responsibility for choosing who to interview.<\/p>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Expert Tip.<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Learning to let go can be difficult if you\u2019re concerned others won\u2019t do a good enough job. To help address this fear: take time to understand your direct reports\u2019 strengths and skills; remind yourself that part of your role is coaching others to do better and learn from their mistakes. Start small by delegating easy, low-risk tasks at first.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>2. Thoughtfully Assign Tasks To Others.<\/strong><\/h3>\n\n\n\n<p>Delegating is a subset of workload management. Distributing required tasks fairly, and ensuring that people have the capacity and resources they need to realistically complete the task, is a key management skill.<\/p>\n\n\n\n<p>Before delegating tasks, ask yourself:<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>\u201cWhat other work will need to be reprioritised or re-assigned if I delegate this task to this person?\u201d<\/span><\/div><\/div>\n\n\n\n<p>This is particularly vital if you\u2019re planning to delegate a recurring job with a view to expanding an employees\u2019 responsibilities long-term.<\/p>\n\n\n\n<p>Also keep in mind:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Realistic workloads vary<\/strong> <strong>by person<\/strong>, depending on their competencies and energy levels. For instance, it\u2019s unfair to expect a junior member of the team to produce outputs at the same speed or level of quality as a more experienced employee.<\/li><li><strong>\u2018Stretch\u2019 tasks are an important development tool. <\/strong>It\u2019s tempting to always delegate to the person you consider the most competent or skilled, but you\u2019ll miss the chance to help others boost their confidence and capabilities.<\/li><li><strong>In-demand employees may face burnout. <\/strong>They say you should ask a busy person if you want something done. But often, some of the most \u2018effective\u2019 employees are those headed towards exhaustion because managers did not protect them.<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-create-block-tip-block tip-wrapper\"><div class=\"row\"><div class=\"col-md-12\"><div class=\"card-wrapper\"><div class=\"card-title\"><div class=\"icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"20\" height=\"20\" viewBox=\"0 0 20 20\" fill=\"none\"><path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 14.33a5 5 0 1 1 5 0v4.17h-5v-4.17Zm4.25-1.3-.75.44V17H9v-3.53l-.75-.44a3.5 3.5 0 1 1 3.5 0Z\" fill=\"#656E83\"><\/path><path d=\"M9.25 1v2h1.5V1h-1.5ZM5.53 4.47l-1.5-1.5-1.06 1.06 1.5 1.5 1.06-1.06ZM15.53 5.53l1.5-1.5-1.06-1.06-1.5 1.5 1.06 1.06ZM1 10.75h2v-1.5H1v1.5ZM17 10.75h2v-1.5h-2v1.5Z\" fill=\"#656E83\"><\/path><\/svg><\/div><h3 placeholder=\"Tip Title Goes Here\">Important!<\/h3><\/div><div class=\"card-content\"><p placeholder=\"Tip Content Goes Here\">Be careful you\u2019re not setting people up to fail, and shaking their confidence, by delegating responsibilities that are \u2018too much, too soon\u2019. Don&#8217;t assign tasks without taking employees&#8217; existing strengths and interests into account.<\/p><\/div><\/div><\/div><\/div><\/div>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3. Set Clear Expectations.<\/strong><\/h3>\n\n\n\n<p>Most delegation failures can be traced back to this step. Imprecise communication about the desired outcome risks an employee rushing into unnecessary work that needs to be redone.<\/p>\n\n\n\n<p>Ensure you have:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Explained the context, <\/strong>like how it drives organisational goals, any preliminary work done, or background material about the topic or client.<\/li><li><strong>Defined a clear scope<\/strong> of work, including deliverables and the format required.<\/li><li><strong>Provided explicit instructions <\/strong>or guidelines where needed (e.g., a process to adhere to).<\/li><li><strong>Highlighted any limitations<\/strong> or boundaries (e.g., keep the budget under $1,000).<\/li><li><strong>Provided clear success metrics<\/strong> that you will evaluate the work against.<\/li><li><strong>Set an achievable deadline<\/strong>, and clarity around timing of milestones if needed.<\/li><li><strong>Clarify communication<\/strong> channels that will be used to ask questions or provide progress updates, and how often?<\/li><\/ul><\/div><\/div>\n\n\n\n<div style=\"height:59px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>4. Monitor Progress.<\/strong><\/h3>\n\n\n\n<p>Establishing a cadence for check-ins about the progress of a delegated task is part of setting expectations \u2014 this step is where you follow through.<\/p>\n\n\n\n<p>That might require putting reminders in your calendar and setting aside time to review an employee&#8217;s work.<\/p>\n\n\n\n<p>Project management or collaboration software is a useful way for employees to share regular feedback, enabling managers to review progress asynchronously so you don\u2019t hold up the employees\u2019 workflow.<\/p>\n\n\n\n<p>The key here is:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Being engaged<\/strong> and available to support your employees if they face an obstacle, need advice, or require course correction;<\/li><li><strong>Without micromanaging<\/strong> by dictating what should happen step-by-step or constantly hovering over employees\u2019 shoulders.<\/li><\/ul><\/div><\/div>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>5. Provide Feedback &amp; Give Credit.<\/strong><\/h3>\n\n\n\n<p>Give your employees feedback once the task is done, but remember to deliver criticism constructively and add balance through positive comments.<\/p>\n\n\n\n<p>Refer back to the expectations you set and:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Explain how the employee deviated from expectations<\/strong> to help them learn and improve.<\/li><li><strong>Discuss how well the end result measures up<\/strong> against the success metrics you defined.\u00a0<\/li><li><strong>Ask for feedback about your delegation style.<\/strong> Were the expectations clear enough? Would more regular check-ins have helped?<\/li><\/ul><\/div><\/div>\n\n\n\n<p>Recognising your employees\u2019 success is a critical aspect of building morale and engagement, so don\u2019t hold back on the praise where it&#8217;s deserved.<\/p>\n\n\n\n<p>Consider public displays of recognition, such as a mention at a team meeting or a thank-you lunch.<\/p>\n\n\n\n<p><strong>(Related: <\/strong><a href=\"https:\/\/arielle.com.au\/employee-recognition-programs\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Most Effective Recognition Programs For Employees<\/strong><\/a><strong>).<\/strong><\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Mark Zuckerberg: A Chief Executive Officer Who Delegates Well?<\/strong><\/h2>\n\n\n\n<p>We don\u2019t see many great examples of leaders taking accountability publicly \u2014 but Mark Zuckerberg\u2019s response to a 2016 scandal is a prime case study.&nbsp;At the time, Facebook was under heavy scrutiny for not protecting the data privacy of users.<\/p>\n\n\n\n<p>Zuckerberg faced the media and <a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.cnbc.com\/2018\/04\/04\/mark-zuckerberg-facebook-user-privacy-issues-my-mistake.html\">declared he was accountable<\/a>.<\/p>\n\n\n\n<p>\u201cI started this place, I run it,\u201d he said.<\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>\u201cI\u2019m responsible for what happened here.\u201d<\/span><\/div><\/div>\n\n\n\n<p>Despite Facebook being a huge multi-million dollar corporation with thousands of individuals responsible for a multitude of tasks, including many layers of managers who made decisions about what to delegate, Zuckerberg stood up and owned the problem as \u201cmy mistake\u201d.<\/p>\n\n\n\n<p>How does this reveal successful delegation? <\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>Delegation works best when employees believe that leaders have their backs.<\/span><\/div><\/div>\n\n\n\n<p>It means your direct reports can tackle tasks with greater enthusiasm and without excessive fear of failure, knowing they\u2019ve got the freedom and authority they need.<\/p>\n\n\n\n<p>It means your organisation can move quickly and achieve more. Yes, mistakes can happen \u2014 but it\u2019s also fundamental for innovation and growth.<\/p>\n\n\n\n<p><strong>(Related:<\/strong> <a href=\"https:\/\/arielle.com.au\/emotional-intelligence-in-the-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Is Emotional Intelligence Still Important In The Workplace?<\/strong><\/a><strong>)<\/strong><\/p>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Frequently Asked Questions About Delegating Authority.<\/strong><\/h2>\n\n\n\n<p>Delegated authorities look easier than they are..<\/p>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Why Do Some Managers Avoid Delegating?<\/strong><\/h3>\n\n\n\n<p>Delegating requires a mindset shift, especially for new managers who\u2019ve likely risen in the ranks due to being a strong individual performer.<\/p>\n\n\n\n<p>Rather than prove themselves through their own outputs, managers need to leverage and expand the capabilities of their team.<\/p>\n\n\n\n<p>Managers tend to avoid delegating because they:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Are<\/strong> in the habit of doing everything themselves.<\/li><li><strong>Feel<\/strong> guilty or wary of overloading others.<\/li><li><strong>Believe<\/strong> it will take too long to explain what\u2019s needed.<\/li><li><strong>Don\u2019t<\/strong> know who is better suited for the task.<\/li><\/ul><\/div><\/div>\n\n\n\n<p>A more selfish side of refusing to delegate authority is not wanting to relinquish power or interesting work to others. <\/p>\n\n\n\n<div class=\"indent-wrapper\"><div class=\"indented-text\"><span>Similarly, perfectionists may not believe others will give the task the proper attention and effort \u2014 but this hamstrings the growth of your employees.<\/span><\/div><\/div>\n\n\n\n<div style=\"height:60px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Which Work Should You Delegate?<\/strong><\/h3>\n\n\n\n<p>It makes more sense to delegate when:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>The<\/strong> <strong>work<\/strong> <strong>matches<\/strong> the existing priorities of a team member.<\/li><li><strong>Someone<\/strong> <strong>else<\/strong> has richer insights or knowledge related to the task.<\/li><li><strong>Your report<\/strong> has stronger technical skill or proficiency with a required software.<\/li><li><strong>When you <\/strong>spend more time on administrative tasks than on making it rain $.<\/li><\/ul><\/div><\/div>\n\n\n\n<p>When delegating with the intent of developing your team, ask yourself:<\/p>\n\n\n\n<div class=\"arrow-wrapper\"><div class=\"arrow-list\"><ul><li><strong>Will<\/strong> this task push the individual out of their comfort zone without stressing them?<\/li><li><strong>Do<\/strong> you have time to monitor their progress, provide assistance and review their outputs?<\/li><li><strong>Do<\/strong> we have time to redo or fix the work if it isn\u2019t delivered as planned?<\/li><li><strong>Will<\/strong> coaching an employee through a recurring task allow you to take it off your plate long-term?<\/li><\/ul><\/div><\/div>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Final Thoughts On How To Delegate Authority.<\/strong><\/h2>\n\n\n\n<p>As you climb higher in your career, delegating becomes a superpower for proving yourself as a manager. By judiciously dividing your own work among your team, you can get more done at the same time as building your team\u2019s potential.<\/p>\n\n\n\n<p>But remember, managers can never be completely hands-off. <\/p>\n\n\n\n<p>No matter how much work you delegate authority as a manager, you must take ownership of your team\u2019s overarching success or failure.<\/p>\n\n\n\n<div style=\"height:35px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Jody<\/p>\n\n\n\n<div style=\"height:26px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n","protected":false},"excerpt":{"rendered":"<p><span class=\"span-reading-time rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\"> 8<\/span> <span class=\"rt-label rt-postfix\">minutes<\/span><\/span>Managers worry about their effectiveness, yet paradoxically tend to struggle with delegating authority as a means to becoming more productive.<\/p>\n","protected":false},"author":14,"featured_media":88959,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"_uag_custom_page_level_css":"","_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[8,27],"tags":[],"class_list":["post-88954","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","category-leadership-development"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Ultimate Guide To Delegation Of Authority<\/title>\n<meta name=\"description\" content=\"Most managers struggle with delegation of authority and inadvertently become bottlenecks in their business. 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During my 20+ year career, I've reported for Australian business publications and bodies, including Forbes, The Chainsaw and NSW Business Chamber.","sameAs":["https:\/\/www.linkedin.com\/in\/contentquill\/"],"url":"https:\/\/arielle.com.au\/author\/jody\/"}]}},"modified_by":"Steven McConnell","uagb_featured_image_src":{"full":["https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegation-of-authority.jpg",1490,838,false],"thumbnail":["https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegation-of-authority-150x150.jpg",150,150,true],"medium":["https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegation-of-authority-300x169.jpg",300,169,true],"medium_large":["https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegation-of-authority-768x432.jpg",768,432,true],"large":["https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegation-of-authority-1024x576.jpg",1024,576,true],"1536x1536":["https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegation-of-authority.jpg",1490,838,false],"2048x2048":["https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegation-of-authority.jpg",1490,838,false],"alm-thumbnail":["https:\/\/arielle.com.au\/wp-content\/uploads\/2023\/06\/delegation-of-authority-150x150.jpg",150,150,true]},"uagb_author_info":{"display_name":"Jody McDonald","author_link":"https:\/\/arielle.com.au\/author\/jody\/"},"uagb_comment_info":1,"uagb_excerpt":"Reading Time: 8 minutesManagers worry about their effectiveness, yet paradoxically tend to struggle with delegating authority as a means to becoming more productive.","_links":{"self":[{"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/posts\/88954","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/users\/14"}],"replies":[{"embeddable":true,"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/comments?post=88954"}],"version-history":[{"count":22,"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/posts\/88954\/revisions"}],"predecessor-version":[{"id":109797,"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/posts\/88954\/revisions\/109797"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/media\/88959"}],"wp:attachment":[{"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/media?parent=88954"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/categories?post=88954"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/arielle.com.au\/wp-json\/wp\/v2\/tags?post=88954"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}