20091110 - Delegation - An Introduction


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An opportunity was available to share some of my ideas regarding Team-Building and Delegation with the staff of Nujiveedu Seeds. This presentation was developed
on that occasion.

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  • Commissioning Citation: To all who shall see these presents, greeting: Know ye that, reposing special trust and confidence in the patriotism, valor, fidelity, and abilities of …
  • 20091110 - Delegation - An Introduction

    1. 1. Delegation An Introduction Presented by: Prof. V. Viswanadham
    2. 2. Not just telling people what to do Delegation
    3. 3. Assignment of new responsibilities (and authority to carry out tasks) A form of power sharing (Empowerment) Delegation
    4. 4. <ul><li>With responsibility </li></ul><ul><li>goes authority and </li></ul><ul><li>with them both </li></ul><ul><li>goes accountability </li></ul>
    5. 5. Responsibility Obligation Accountability Being answerable for actions / failure to take action Authority Control or power to act on responsibilities
    6. 6. <ul><li>Responsibility CAN be delegated </li></ul><ul><li>but CAN NOT be transferred </li></ul><ul><li>Responsibility ~ </li></ul><ul><li>You may share it with others, </li></ul><ul><li>but your portion is not diminished. </li></ul><ul><li>You may delegate it, </li></ul><ul><li>but it is still with you. </li></ul>
    7. 7. Authority <ul><li>~ Right to use assigned resources, including personnel, </li></ul><ul><li>to accomplish a task or objective. </li></ul><ul><li>~ Right to issue orders </li></ul><ul><li>and expect obedience </li></ul><ul><ul><li>~ Power or control </li></ul></ul><ul><ul><li>to act on responsibility </li></ul></ul><ul><li>CAN and should be delegated </li></ul>
    8. 8. Accountability <ul><li>Being answerable for responsibilities </li></ul><ul><ul><li>~ Actions OR Failure to act </li></ul></ul><ul><li>linked to responsibility. </li></ul><ul><ul><li>Results matter ~ NOT “intentions” </li></ul></ul><ul><ul><li>Emphasizes necessity to consider all possible consequences </li></ul></ul><ul><li>CAN NEVER be delegated </li></ul>
    9. 9. Assignment of new responsibilities (and authority to carry out tasking) A form of power sharing (Empowerment) Potential Advantages of Delegation <ul><li>Improved Decision Quality </li></ul><ul><li>Enhanced subordinate commitment </li></ul><ul><li>Better Time management </li></ul><ul><li>Job enrichment </li></ul><ul><li>Development of subordinates </li></ul><ul><ul><li>Creates learning opportunities </li></ul></ul><ul><ul><li>Helps in identifying potential leaders </li></ul></ul><ul><ul><li>Improves Team Building </li></ul></ul>
    10. 10. What to Delegate ~ Tasks better done by subordinates ~ Urgent, not high priority tasks ~ Tasks relevant to a subordinate’s career ~ Tasks of appropriate difficulty ~ Both pleasant and unpleasant tasks ~ Tasks not central to the manager’s role
    11. 11. How to Delegate <ul><li>Clear, concise expectations about ~ </li></ul><ul><ul><li>Results / Objectives </li></ul></ul><ul><ul><li>Priorities / Deadlines </li></ul></ul><ul><li>Provide adequate authority, </li></ul><ul><li>specify limits of discretion </li></ul><ul><li>Specify reporting requirements ~ </li></ul><ul><ul><li>What / How often / Format </li></ul></ul><ul><li>Ensure that subordinates accept responsibility </li></ul><ul><ul><li>Check for comprehension ~ </li></ul></ul><ul><ul><li>Clarify Doubts / concerns / questions </li></ul></ul><ul><ul><li>(CONT) </li></ul></ul>
    12. 12. How to Delegate (Contd) <ul><li>Inform all others who need to know </li></ul><ul><li>about the delegation made </li></ul><ul><li>Monitor progress: </li></ul><ul><ul><li>TRUST, BUT VERIFY </li></ul></ul><ul><ul><li>Ensure that subordinate receives </li></ul></ul><ul><ul><li>necessary information </li></ul></ul><ul><ul><li>Provide support / assistance </li></ul></ul><ul><ul><ul><li>Avoid Reverse Delegation </li></ul></ul></ul><ul><li>Make mistakes a learning experience </li></ul><ul><ul><li>Opportunity to train </li></ul></ul><ul><ul><li>Review and explain what do you want next time? </li></ul></ul>
    13. 13. Why We Fail to Delegate Why We Fail to Delegate <ul><li>Need for power / control </li></ul><ul><li>Feeling a sense of Insecurity </li></ul><ul><ul><li>Fear of subordinate failure ( Distrust ) </li></ul></ul><ul><ul><li>Loss of control / being in charge </li></ul></ul><ul><li>Situational constraints </li></ul><ul><ul><li>Non-availability of Time </li></ul></ul><ul><ul><li>The nature of job - Confidential information </li></ul></ul><ul><li>Manager has expertise, self-confidence, and desires to maintain high quality </li></ul>
    14. 14. In case YOU liked this speech and presentation ~ for listening to more speeches and for viewing more presentations, Please Visit: Visit: http:// www.archive.org and Search for Prof. V. Viswanadham
    15. 15. In case YOU liked this presentation ~ for viewing more presentations, on various topics, Please Visit: Please visit : www.scribd.com and search for Viswam.vangapally4581 and / or www.slideshare.net/viswanadham In case YOU want to give some feedback / contact me : Viswam. vangapally@gmail.com Prof. V. Viswanadham ~ [040 – 2722 3383 A BIG THANK YOU FOR YOUR PATIENT LISTENING