Articles & Books for Improving the Use of
Articles for Improving the Use of
Ayres-Williams, R. (April 1992). "Mastering the Fine Art of
Delegation (547KB)." Black Enterprise, v22n9, pp. 91-93.
The reasons for ineffective delegation range from lack of confidence in the subordinates'
capabilities to fear that an employee may perform the task better than the supervisor.
According to Paul Maguire of The Human Resources Consortium, training employees, clearly
communicating objectives and priorities, establishing an effective feedback mechanism, and
slowly stretching subordinates with increasing responsibility will make the delegation process
easier. The following 10 considerations can help make a person a better
delegator: 1. Take
cues from top management. 2. Allow others to grow. 3. Delegate strategically. 4. Treat
delegation as a career-building tool. 5. Find the right person for the task. 6. Delegate, do not
dump. 7. Delegate, do not abdicate. 8. Delegate the what's, not the how's. 9. Know when to
call the project back in. 10. Know what, and what not, to delegate. Includes an exercise to help you
focus on what types of tasks youre not comfortable delegating and why.
Morgan, R.L. (April 1995). "Guidelines for Delegating
Effectively (143KB)." Supervision,
v56n4, pp. 20-21.
One reason why tasks are returned wrong may be that the wrong instructions were given.
They may be incomplete or misleading. Several guidelines are given including: 1. Clarify the
task in one's own mind. 2. Write an outline of what is wanted. 3. Enlist the delegatee's help. 4.
Do the task in one's mind. 5. Follow up. 6. Put a date and time on the requests. 7. Be sure to
acknowledge good jobs.
Nelson, R.B. (June 1994). "Empowering Employees through
Delegation (153KB)." Small
Business Reports, v19n6, pp. 56-58.
Delegation can be the key to a life of fewer pressures and greater achievement. Effective
delegators get ahead not by working long hours or doing everything themselves, but by
getting work done through others. They empower employees by giving them tasks and the
authority to get them done, and by holding them accountable for their successful completion.
When managers delegate, employees get better training and more responsibility. Without
these incentives, some of the most talented workers might find opportunities elsewhere.
Employees also get more involved in decision making, have more enthusiasm and take more
initiative. Efficiency and productivity increase, and the company can respond to changes in
the marketplace faster. Guidelines for effective delegation are presented. Includes a delegators checklist.
Wilson, S.B. (April 1995). "Delegate!
v169n3, p. 67.
Delegating is one of the most important management skills. Failure to delegate can cause a
loss of efficiency, time, money and morale. The steps needed to become a master at
delegation are: 1. Trust your staff. 2. Avoid seeking perfection. 3. Give effective job
instructions. 4. Recognize that others have the talent and ability to complete projects. 5.
Know your true interests. 6. Consider delegation a way to teach skills. 7. Follow up on
progress. 8. Praise the efforts of your staff. 9. Avoid crisis management. 10. Avoid reverse
delegation. 11. Do not make delegation an all-or-nothing proposition. 12. Support your
employees. 13. Delegate to the lowest possible level.
|Books for Improving the Use of
F.(1994). Successful Delegation : How to Grow Your People, Build
Your Team, Free Up Your Time and Increase Profits and Productivity,
Career Press (256 pages).
is a comprehensive guidebook for everyone-business owner, boss,
manager or first-line supervisor-who must learn that the only way
to get more done at work is to get others to share in the
workload. In a volume chock-full of aids for self-study, case
histories and exercises, you'll learn:
Why successful delegation is the
cornerstone of any business owner's or boss's success.
The benefits to yourself and to
your organization of successful delegation.
The barriers to successful
delegation-from lack of confidence (in yourself and in your
employees) to avoidance of responsibility
What and what not to delegate.
How to select the best people to
handle the tasks
How to learn from mistakes, set
up follow-up systems and give feedback and criticism.
Which articles or books did you find helpful? Are there any additional articles, books, or
other resources you would recommend to others attempting to improve their skill at
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