Thursday, May 01, 2014

Just Ask!

All of us know that in today’s work environment and particularly in our larger organizations we need to delegate authority and responsibility.   Learning how to delegate, how to train and create environments where people that are close to the situation and close to the customer are the ones that are making decisions are critical factors in individual as well as organizational success.

While it can be difficult to cede authority to someone else, true delegation of authority happens when that transfer has happened and the supervisor is no longer micromanaging but has set parameters.  These parameters are more than just the goals and objectives but are the cultural bumpers that describe now only the ‘what’ but also the ‘how’ of things are to be accomplished.  

Leaders forget that when authority is truly delegated the final authority is delegated as well.  As an example, imagine a subordinate has been told they have the authority to schedule employees in their department.  However, when the schedule is about to be posted, the employees manager reviews the schedule and makes 11th hour changes.   In this case, the authority was never delegated and the employee is likely frustrated thinking he had been given the authority when actually he was only given another task.

Delegation is not abdication, and the manager is still accountable for the success of the organization.  How does the manager then provide leadership and maintain influence in those areas that have been delegated?

The answer is actually quite simple: “Just ask”.

One of the lessons we teach our children is to not just take things but to ask.   Being polite, asking rather than taking and using the word please are learned behaviors that we don’t want to unlearn when we become organizational leaders and managers.

Learning how to manage by asking questions rather than giving orders can be a huge win for both the manager as well as the organization.   People feel empowered and enjoy their jobs when they feel supported and coached rather than watched and micromanaged.

Remember that managers delegate not only to reduce their workload but also to develop leaders and future managers.   Leaders that have the appropriate authority to match their responsibility thrive and grow which benefits both the individuals as well as the organization.  


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