Deciding What to Delegate
1. Start by identifying the activities you used to do before you were promoted. If you were
able to do them when you were in a more junior position, someone who is more junior
than you should be able to do them now.
2. Tasks in which you have experience will be the easiest for you to explain to others. Use
your experience to ensure that the task is done well, rather than to actually perform
the task yourself.
3. Delegate tasks in which your employees have more experience. This does not mean
that you relinquish responsibility because they are expert, but it does mean that the
initial decision should be theirs. Make sure that they spend some time explaining
their decisions so that you learn their criteria.
4. Delegate decisions that are of importance to staff, but establish the boundaries of
those decisions so that you can live with the outcome.
5. Do not delegate personnel functions such as motivation, training, team-building,
praising, reprimanding, performance reviews and promotion. Delegation is a mechanism
for giving you more time to fulfill those critical leadership functions, not less.