This document discusses the importance and process of delegation. It begins by defining delegation as essential for agile organizations. It then discusses typical mistakes in delegation and how delegation affects leadership mindsets. The document outlines reasons for delegating such as gaining empowerment, allowing roles to scale, and boosting motivation. Potential barriers to delegation like effort, mistrust, and lack of confidence are examined. The document proposes steps for effective delegation including being specific, selecting the right person, assessing abilities, and providing feedback. It emphasizes delegation as not black and white, differentiating task and authority delegation, and truly relinquishing control.

1. The art of delegation
Achieving more by doing less

2. Who am i
Nicolò Pignatelli
Director of Engineering
tw: @nicolopigna
GFG eCommerce Technologies
(the company formerly
known as Rocket Labs).
Yes, we did like Prince
which turned his name into
TAFKAP (the artist
formerly known as Prince).

3. Get involved!
Feel free to have your say or ask a question anytime

4. Delegation 101: why we
need to talk about it?

5. It is essential to
agile
organizations

6. typical mistakes
and patterns

7. It is a simple but
complex concept

8. In a leadership
mindset, it affects
everyone

9. Delegation and agile
leadership: how are both
related?

10. People
empowerment and
motivation

11. Visualize the
complexity

12. Let your
organization scale

13. Change. adapt.
Repeat.

14. Why do we need to
delegate?

15. We gain
empowerment on
both side

16. roles as functions
of their delegation
levels

17. grow people as
leaders, not only
as doers

18. Delegation means
acknowledgment.
acknowledgment
boosts motivation

19. Why people don’t
delegate?

20. Upfront effort

21. Mistrust

22. “I can do it
better”

23. Self-enhancement
bias

24. Lack of
self-confidence

25. Career change
after effects

26. Are you immune?
You may watch for these
warning signs.
● You work long hours
● You feel totally
indispensable
● People are not
energized
● People don’t take
ownership
● You are the only one
that cares

27. How do we achieve
effective delegation?

28. Be
S.M.A.R.T.E.R.
Specific. Measurable.
Agreed. Realistic.
Timebound. Ethical.
Recorded.
● Be specific about the
task
● How to know when it’s
done? And if so, was it
done well?
● Be honest about the
feasibility
● Provide a specific time
span
● Unethical? No, just no.
● Write it down. Scripta
manent

29. Follow delegation
steps

30. Delegation steps
1. Define the task

31. Delegation steps
1. Define the task
2. Select the “delegate”

32. Delegation steps
1. Define the task
2. Select the “delegate”
3. Assess ability and training
needs

33. Delegation steps
1. Define the task
2. Select the “delegate”
3. Assess ability and training
needs
4. Explain the reasons

34. Delegation steps
1. Define the task
2. Select the “delegate”
3. Assess ability and training
needs
4. Explain the reasons
5. State required results

35. Delegation steps
1. Define the task
2. Select the “delegate”
3. Assess ability and training
needs
4. Explain the reasons
5. State required results
6. Consider required resources

36. Delegation steps
1. Define the task
2. Select the “delegate”
3. Assess ability and training
needs
4. Explain the reasons
5. State required results
6. Consider required resources
7. Agree on a deadline

37. Delegation steps
1. Define the task
2. Select the “delegate”
3. Assess ability and training
needs
4. Explain the reasons
5. State required results
6. Consider required resources
7. Agree on a deadline
8. Monitor, support and
communicate

38. Delegation steps
1. Define the task
2. Select the “delegate”
3. Assess ability and training
needs
4. Explain the reasons
5. State required results
6. Consider required resources
7. Agree on a deadline
8. Monitor, support and
communicate
9. Give feedback

39. Use emotional
contracts
People cannot be held
responsible for something to
which they have not agreed.
Everyone is more committed
to delivering a
responsibility if they
have been through the
process of agreeing to do
it.

40. Delegation is not
black and white
Define the most appropriate
delegation level for each
task or authority.

41. Two types of
delegation
Differentiate between tasks
and authority delegation.
Task delegation creates
Doers.
Authority delegation
creates Leaders.

42. and, as last...

43. Really let it go®

44. Thank you.