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Job Delegation

If you cannot delegate you cannot scale. You cannot delegate if you don't have a consistent protocol to follow.

You can't delegate (or reach consensus) if you don't have a standardised practice of how to do things.

  • Know what you can delegate with confidence of quality
  • Play to a team members strengths and ambitions
  • Provide the Resources with the necessary level of authority
  • Take an interest in the people doing the work and the results.

Problem​

One manager in 10 knows how to delegate effectively.

Lacking a shared picture of success to align intentions.

  • Lack of clarity of role
  • Not measuring outcomes
  • Ignoring outcomes
  • No failure consequences
Mantra

The carrot is not always a financial reward

Understand what drives People to help them see the value of their contribution in the big picture.

Status Check​

  • Is the JTBD (Job To Be Done) clearly understood?
  • Is there a process map for the job?
  • Who owns improvement of the process map?
  • What type of process, standard or custom?
  • Is the role clearly defined?
  • Is there a schedule for running this process or is it triggered by an event?
  • What is outcomes indicate failure?
  • What can be done to mitigate failure?
  • What outcomes indicate success?
  • How could success be expanded into bigger opportunities?

Continuous improvement​

  • Who last followed the map to complete the job?
  • Did they add feedback to improve the process? If not why not?
  • Did there results meet expected quality standards?
Mantra

If you can't achieve consistency, improvement is guesswork

Schema​