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?
- what character attributes are required?
- what skills are essential?
- 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