Delegate Through Management

Hours in a Day

Sometimes I think my boss wished there were 48hrs in a day, he'd be able to get a lot more work done. He may not get those extra hours in a day but he can get the equivalent through delegation. He effectively plugs into expertise of his people to assist him in completing the task on hand, thus multiplying his efforts. There is more to delegation than just giving members of a staff tasking, delegation is a subpart of the four functions of management.

Delegation through

Planning

Begin in the military I know a quite a bit about delegation. It starts from the first day you begin basic training. Most of the times, delegation is done in a professional way. Because of shortages in the Coast Guard sometimes managers are forced to do the jobs of junior people, until they get a junior person. Although it's a relief to receive the assistance lots of managers find them selves holding on to work that should be passed to a subordinate. For many managers, the path to more effective delegation begins with reexamining two basic assumptions about their roles. First, many managers continue to assume that it's faster and more efficient to take on employees' work vs. teaching them how to handle it on their own. This can become frustrating for both manager, and employee. In a case like this an effective manger will plan specific times in order to incorporate needed skills with present skills, so that employee will become an asset to the unit.

Delegate through

Organization

Letting go of problems is only as effective as the manner in which you delegate them. To that end, skilled delegator's know to ask questions rather than dictate orders. "Asking 'What do you think should be done?' teaches people to come up with proposed solutions the next time they bring you a problem," The Coast Guard is very organized, this is evident in the way that training is not only encroached, but endorsed. In my case my unit pays my tuitions for business courses. This allows them to entrust certain tasks to well-trained individuals of the organization. This releases mangers from having to deal with employees that can't solve problems on their own. Another example that an organized manager should incorporate is matching tasks to your people's abilities. It's self-defeating to task people with work that they can't complete correctly. When this happens someone will have to go behind them and redo the work and this will pull them from their work, that's counterproductive.

Delegate through

leading

One of the pitfalls that a manger would want to avoid is dragging people into a project kicking and screaming. A quality leader will influence others towards the achievement of certain pre-defined goals. The