Procedure Delegation 4: Letting go and trust
Decide what you want to be informed about, how and when.
Hold interim talks.
Assure your support should obstacles arise.
Now is the time. Let go now and trust… even if it tingles.
“If you want to fulfill your leadership role, you have to have enough common sense to assign tasks to the right people – and enough self-discipline not to mess things up for them.”
Theodore Roosevelt, U.S. President at the beginning of the 20th century
When should the boss intervene?
Basically not except for…
- obvious serious mistakes
- Changes in objectives: It may be that the goal associated with the delegation order has changed, so that an adjustment is required. You must also intervene if the contractor changes the objective without consultation.
- If the situation surrounding the delegation order requires decisions that exceed the employee’s competencies (rights), then you must intervene.
Attention return delegation!
Some employees delegate tasks back: “Boss, how would you like it…?” These are employees who …
- who evade responsibility
- who are overloaded with trivialities
- that are poorly organized
- who lack the experience and therefore the competence
- who have had bad experiences or are anxious
Resist the temptation to take the task back! Some bosses are happy to accept re-delegations. Now they can prove again that they are needed as a boss. Therefore: help to the extent that the person taking on the task is able to act again … and no more.
Pull through to the end…
If someone has taken on a task, then they should see it through to the end. Handing over a half-finished task to others creates unnecessary training effort. Those who see their tasks through to the end learn to overcome obstacles and become stronger as a result. Allow the person taking on the task this experience!
“A smart person doesn’t make all their mistakes alone, but also gives others a chance.”
Winston Churchill
