12 ERRORS IN DELEGATION
WITH IMPACTS AND REMEDIES
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Why is it so tough to get desired outcomes from your well paid, highly educated, poised and polished subordinates? Is it that they keep turning in work products that aren’t “ready for prime time’? Or is it that their stellar work outcomes are delivered with the price tag of tremendous collegial discord? Whatever the dimension of suboptimal performance in your department, chances are that at least one of the causal factors is the way you delegate.
In your zeal to do more with less, to consistently execute an overwhelming volume of work on time and with apparent ease, it’s important to remember that your job will be easier, and succession planning will be more successful if you can retain “the best”. Doing so in a competitive market place requires that your style of delegation is developmental – not divisive!
Poor delegation can easily be categorized as either Inadequate or Disabling. Within these two categories are no less than 12 classic and discrete errors in delegation. This session describes each, and provides easy-to-implement tips for how to avoid or correct them.
Attendees will be able to identify the 12 classic mistakes in delegation, and will learn how to:
Align Individual Goals with Super-ordinate Goals
Apply the “FIB” Technique to Clarifying Expectations
Delegate Developmentally
Impose Accountability for Method as well as for Outcome
Identify Stretch Goals your Staff will Embrace
Anticipate Radial Impacts of Delegation
Avoid Delegating to Weakness
Align Responsibility and Authority
Scrutinize Activity versus Productivity
Inspire Improved Performance by Avoiding Disabling Delegation
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