Ten Tips for Effective Delegation – A Case Study

Ten Tips for Effective Delegation – A Case Study

A Case Study in Effective Delegation. It is our belief that delegation is the art and science of getting important work done through others. It is so important that you simply can’t learn enough about delegation. Sometime as real life case study is the best teacher. We found just such a story on a Blog by Julies Shanks…

Fifteen years ago, my friend Brett quit his restaurant job and bought 100 acres in Southern Maryland to pursue his dream of organic farming. He’s a skilled farmer: growing the most flavorful tomato varieties, breeding winter-hardy greens and creating a closed loop system by integrating chickens.

With his increasing success in farming and growing customer base, comes the realization that he cannot do everything himself.  Try as he might, there just aren’t enough hours in the day. He’s had to grow his team and learn to delegate more and more tasks to his staff.

Over the past few months, I’ve watched several clients enter this same phase of business growth where they need to start delegating. All the technical skills that got these brilliant entrepreneurs to this phase –– whether it’s how to work the soil, build a customer base, or run a restaurant –– won’t help them get to the next phase of growth. In this phase, they need to transfer their skills and vision to their team, so they can work together to grow the business. The entrepreneur needs to become the CEO.

It’s a hard lesson to learn that you can’t do it all yourself, but finding a way to communicate your goals and priorities to others is a critical skill for an entrepreneur with a growing staff.

1. Decide what you will delegate. If you’re going from operating one restaurant to three, you need to determine which responsibilities you’ll maintain vs. delegating to others. Will you be scoping new sites for further growth? Or maybe you will run the original restaurant and delegate management of the other two? Will you be fundraising for the new restaurants or managing the construction?

2.  Once you’ve decided what you will delegate, clearly define roles and responsibilities. Is this a new job or new tasks for a current employee? Create new job descriptions:

  • What tasks are expected – what exactly are you delegating?
  • What are the skills required for the job?
  • To whom will the person responsible report directly? To whom will they report indirectly?
The delegation process is a key management tool for communicating what needs to be done and managing the execution. This is at the core of building a culture of high-performance people. If this is not a high priority goal, how can a manager expect high-priority results?

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