The document provides an overview of delegation skills for managers and supervisors. It discusses the importance of delegation for accomplishing more with less stress. Effective delegation involves defining tasks, selecting individuals, assessing abilities, and providing feedback. Key aspects of delegation include using the SMART framework to make objectives specific, measurable, achievable, relevant and time-bound. Managers must communicate expectations, provide autonomy, and hold employees accountable to achieve a win-win through delegation.

1. Delegation Skills
for Managers & Supervisors
Presented by Maurice DiMino

2. “We get caught up in the thick of thin things.”
Stephen Covey

3. Next Stop: The
Delegation Zone

4. Learning
Objectives
• Accomplish more in
less time.
• Have less stress and
more energy.
• Get high performance
from your team.
• Set yourself up
for promotion.

5. Getting work
done through
other people
Manager

6. Start thinking
strategically.

7. My
Company?
My Team?
Myself?
How Do I Grow …

8. Entrusting
authority, power,
and responsibility
to another
Effective
Delegation

9. Steps of
Successful
Delegation
10
1. Define the task.
2. Select the individual.
3. Assess ability.
4. Explain the reasons.
5. State required results.

10. Steps of
Successful
Delegation
6. Consider resources.
7. Agree on deadlines.
8. Communicate.
9. Give feedback.
10. Give credit.
10

11. Why are we reluctant to delegate?

12. Obstacles to Delegation
• You can do it better
and faster yourself.
• If only you do it, you
can’t get fired.
• You’re unwilling to
take a risk.

13. You never
give up the
responsibility.
We get work
done through
other people.
We give others
the authority to
get work done.

14. Our Uphill Battle

15. Successful
delegators
take risks.

16. “Take the first step in faith even when
you don’t see the whole staircase.”
Dr. Martin Luther King, Jr.

17. The Basics:
The What,
Who, When,
and How of
Effective
Delegation

18. • Delegation does not
mean pushing work on
someone else.
• Delegation is the careful
selection of jobs that
would be beneficial for
someone else to learn.
The What

19. Delegation Worksheet
What do you want
to keep?
What will you share?
What will you
delegate?

20. • Setting the daily work
schedule and flow
• Solving routine
customer problems
• Compiling data
• Preparing agendas
for meetings
The What

21. Delegation Example

22. Don’t look at
people as they are,
look at them as
they could be and
watch them rise to
the occasion.
The Who

23. • Choose the appropriate
person for the job, and not
always the same person.
• Who needs to develop in
this area?
• Don’t burn out your
go-to person.
The Who

24. • Be clear about
timetables, deadlines,
and guidelines.
• Give detailed and
clear instructions.
• Create a schedule.
The When

25. • Don’t take away from
the learning experience.
• Give them ownership.
• Schedule a progress-
report meeting.
• Have them create their
own schedules.
The How

26. • Start off with
a positive.
• Catch people
doing things right.
The How

27. • Start thinking of
who you can
delegate to.
• Start thinking of
activities to
delegate.

28. Who What
When How
Effective Delegation

29. Specific
Measurable
Action-
oriented
Results-
focused
Time
frame
The SMART Formula
S M A R T

30. SMART Example

31. 2
sentences
15
contracts
“Complete”
Could
close
plant
1
year
SMART Example
S M A R T

32. S
Specific
Measurable
Action-
oriented
Results-
focused
Time
frame
Ethical
Recorded
M
The SMARTER Formula
E R
T
R
A

33. How well do you know your people?

34. Management
M
By
B
Walking
W
Around
A

35. If we do not have a solid
foundation of the basics, how can
we ever handle the complex?

36. MBWA • Go shoulder to shoulder
with your people.
• Ask employees, “What
motivates you?”
• You don’t have the time
not to do it.
• It builds rapport
and teamwork.

37. Clearly articulate the
desired outcome.
Specify desired results.
Work with employees
on desired results.
Clearly identify constraints
and boundaries.
The
Delegation
Zone

38. 1 5
Authority
Scale
• Assign the level.
• Communicate the level.

39. Always Be Communicating
There are 2
sides: verbal
communication
and active
listening.

40. Active Listening
1. Check for
comprehension.
2. Ask for questions.
3. Actively listen to
what employees
say.

41. Active Listening
4. Question for
clarification.
5. Ask employees to
use their words.
6. Get all parties on
the same page.

42. Build Motivation
• Financial rewards
• Future opportunities
• Recognition
• Other desirable
consequences

43. Motivating Factors
Accomplishment Ownership Praise

44. You concentrate
on the important
duties.
Your team
grows skills.
Win-Win
Situation

45. Letting Go The job of
a manager
is to get
work done
through
other people.

46. Your
employees
work
autonomously
and have
ownership.
You are
responsible
for making
sure the task
is completed.
When they
fail, you fail.
When they
succeed, you
succeed.

47. Don’t Accept
• Uncompleted work
• Missed deadlines
• Hand-offs

48. Hand-Offs
When the
employee reaches
an obstacle and
hands off to you

49. Hand-Offs • Instead, work with the
employee to find a solution.
• Reverse delegation is a
common mistake.
• Avoid taking projects back.
• Let them work through it.
• Concentrate on the strategic
work that can propel your
career further.

50. Delegation Dimension

51. Accountability
• Trust your
employees to
complete tasks.
• Be supportive.
• Hold employees
accountable.

52. Empower Your Employees
• Let your employees work autonomously.
• Provide the support to get the job done well.
• Hold employees accountable.

53. Appendix B of workbook
Plan of Action Chart

54. 1. Formally and informally
2. Look for signals.
3. Focus on behavior.
4. Make it actionable.
5. Check it is understood.
Tips for
Effective
Feedback
10

55. Tips for
Effective
Feedback
10
6. Be constructive.
7. Nonthreatening
8. Give the right amount.
9. Discuss feedback.
10. Make an action plan.

56. Resource
• Joe Gilliam’s How to
Handle Difficult People
• The best way to get
along with others is to
know how to handle
the differences.

57. Recap • The basics of
delegation: what, who,
when, and how
• SMARTER formula
• Letting go
• Creating a win-win
• Feedback tips

58. • By delegating, we get
work done through
other people.
• We are thinking
strategically: how to
grow our company, our
teams, and ourselves.
The End Game

59. No. 1 tool to get
you on the path
to promotions
and raises
Delegation
Delegation
Zone

60. Welcome to
Delegation Skills for
Managers &
Supervisors Q&A
With Maurice DiMino