Intellectually, we know delegation is good. It’s a way of developing staff — helping them learn and grow and preparing them for bigger roles within the organization. We also know it’s good for us to let go of having to do everything ourselves.
But when we ask others to do a task…how can we be sure the other person will do it right?
Well, we can’t be sure, of course. But we can be consciously intentional about picking someone whose skills and attributes are a fit for the job at hand.
Instead of just “dumping” your request on the nearest person’s desk, take a moment to assess three factors:
- What skills are needed?
For example, accurately compiling a cost comparison report requires skill with numbers and familiarity with spreadsheets. Crafting a blog post for your department requires skills in research and writing.
- What attributes are needed?
Someone with good logistical skills can easily handle the basics of scheduling an important meeting – but if they’re not friendly and empathetic, they might not be the best person to manage the tricky diplomacy required to get senior management to juggle their calendars.
- What risk is involved?