When you have set the foundation and are sure that the delegation is appropriate and you are able to see how this delegation assignment is meant to increase your managerial-leadership leverage AND develop the employee WHILE freeing up time for the discretionary areas of judgment…then the solution to effective delegation happens.
This is an important concept in the world of organization development, teams, and managerial-leadership…Understanding how different people view rules and managements role in the rules informs our work ethic and idea of control over our work.
Organizations that lack an understanding and sense of accountability, make employees feel like they are being asked to swim world record times in a pool of Jello. Everyone is trying really hard BUT the system-of-work is forcing them to push harder and gain little progress.
A persons behaviors can become extreme as a sign of an inept manager-employee situation. As a manager you must have the capacity to complete the required responsibilities, if your capacity is lacking then effective management cannot take place.
There is one condition that I consider to be more important than the rest, and it is the foundation of “People join companies and leave managers.”
Optimum Manager-Subordinate Distance.
Using this video to illustrate two concepts;
The need and use of Gemba: solving problems in the location of the problem by the people who have first hand experience with the problem.
The systemic nature of Organizations and team: By changing one thing other parts of the system/process are changed that we may not notice.
The question of “why should anyone be led by you?” is STUPID. It’s like asking “Why should anyone follow you?”. Lead / follow where? In what role, context, etc… There is no such thing as a free standing leadership role. Following that argument there is no such thing as a leader. There is managerial-leadership, military-leadership, BUT NOT “leadership” or “leaders” all by themselves.
Below are 4 Minimum authorities that every manager must have in order to be an effective and trustworthy managerial leader. Each has a short video and written explanation of why the authority is necessary and how can make your team and leadership better.
The reliance on external assessments removes the accountability and authority for the judgment of a persons capability to complete and do their best work from where it ought to belong, the direct Manager. Subjugating this task creates unclear expectations and evaluative judgment of the work that people should be doing. This confusion creates strife and a false belief that psychology is what managers should evaluate.
“Come, spend a day with us, and do for us what you did for Japan, that we too may be saved.”
It is not so simple. Few people in top management in America understand their responsibilities and know that they must serve a life term on quality and productivity from now on, under competent leadership.
Accountable managers MUST be able to decide what types of task assignments they give to subordinates. They must not be bypassed by their own managers.
If we are to hold a manager accountable for the output of their subordinates the ability to decide delegation and planning of tasks is necessary.