Why is it important?
Meet Andrew, a manager in a 1200-people company, who faces a common challenge: inability to delegate. On paper, Alex knows delegating tasks is essential to manage the workload and empower the team. Yet, when it comes to actually distributing tasks, it's not as straightforward as it seems. There's always that nagging doubt: "Will it be done right?" or "Is it quicker if I just do it myself?" Not to mention the time it takes to explain what needs to be done, which can feel like it's eating into already packed schedules.
Andrew's story is not unique. Many managers find themselves in this cycle, struggling to delegate effectively. They worry about losing control over the quality of work or burdening team members too much. It's this very challenge that led to the creation of the CLEAR Delegation Framework. Designed to ease the delegation process, it offers a structured (and easy-to-remember) approach that tackles these common concerns, making delegation more effective. With CLEAR, managers like Andrew can navigate the complexities of delegation, ensuring tasks are understood, team members feel empowered, and performance is on the rise.
Explained
Clarify Begin by defining the task clearly. Make sure you understand it thoroughly before passing it on. This clarity prevents confusion and sets a solid foundation for success. Consider creating a 'delegation brief' template that includes space for the task description, objectives, and expected outcomes.
Locate: Identify the right team member for the task. Look at your team's skills, workload, and development goals. Matching tasks to people isn't just about who can do it now, but also who can grow from it. Think about developing a 'team capabilities' spreadsheet that can be updated regularly.
Empower: Provide the necessary authority and resources. This step is about trust and support. It’s crucial to communicate the extent of their decision-making power and available resources. You might develop an 'empowerment checklist' that outlines key resources, decision limits, and where to seek help if needed.
Articulate: Set clear expectations for outcomes. Articulate not just what success looks like, but also the parameters of the task. Have a 'results outline' that defines success metrics and quality standards to ensure alignment.
Review: Establish check-ins and feedback loops. These should be predetermined points to evaluate progress, not impromptu surveillance. Setting up a 'progress dashboard' where both you and your team member can track milestones can facilitate transparency and accountability.
How to apply?
- Start every delegation with a clear briefing session. Explain the task, why it's important, and how it fits into the larger project.
- Assess your team members' skills and interests before assigning tasks. Match tasks to team members who are best suited to handle them or who will benefit most from the learning opportunity.
- Clearly communicate the level of authority the team member has, the resources they can use, and the decisions they can make independently.
- Define clear, measurable outcomes for the task and communicate these to the team member.
- Set up check-in meetings at key milestones to discuss progress, challenges, and provide guidance if needed.
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