Voici comment vous pouvez déléguer efficacement des tâches nécessitant des compétences spécialisées pour obtenir de bons résultats.

Como líder, su trabajo consistirá en evaluar cuidadosamente las habilidades y la experiencia de los miembros de su equipo. Le recomiendo buscar a la persona que tenga el conocimiento específico requerido para la tarea (títulos universitarios o técnicos) o que haya demostrado aptitudes en áreas relacionadas (logros recientes o reconocimientos públicos). Si no tiene candidatos, habrá que considerar a alguien con un historial de aprendizaje rápido, el o la persona que haya demostrado un gran interés por sobresalir. El profesional elegido sentirá la confianza entregada y dará lo mejor de sí.

1 Assess Skills: Begin by thoroughly evaluating your team member's skills and expertise. This involves understanding their current capabilities and recognizing their growth potential. For instance, we needed to implement a new complex signaling system for a project at the MTA. By carefully assessing the team's skills, the team delegated critical components to the most capable engineers, which not only ensured project success but also helped those engineers advance their skills in a real-world setting.

I am a firm believer in striving towards self-managing teams. Self-managing teams are effective when members trust each other and know each other's skills. The process includes: 1. Joint discussion of tasks 2. Self-assessment of strengths 3. Mutual distribution of work 4. Rotation for personal growth The manager facilitates by: - Encouraging open communication - Evaluating regularly - Intervening when necessary This approach creates a dynamic work environment where employees feel valued, leading to more efficient work distribution and higher satisfaction. This method of collaboration could also be applied more frequently in secretarial departments.

When delegating, it's essential to communicate your expectations clearly and comprehensively. This means explaining what needs to be done and why it's necessary. For example, when I delegated the task of overhauling our ticketing system, I outlined both the technical goals and the impact on customer satisfaction, thus providing a complete picture of the project's importance and motivating the team with a clear vision.

To delegate tasks requiring specialized skills, clearly define the task, expected outcomes, and deadlines. Identify the right person for the job based on their skills and expertise. Provide necessary resources, guidance, and support. Set specific, measurable, and achievable goals, and establish open communication channels for feedback and progress updates. Ensure accountability by defining key performance indicators and conducting regular check-ins.

Delegation should always come with the necessary resources. These could be technology, information, or additional manpower. During a critical upgrade of our tracking software, I ensured that the team had the latest tools and access to vendor support, significantly smoothing the process and enabling them to focus on innovative solutions rather than being bogged down by technical constraints.

By providing resources, one may enable team members to excel in tasks requiring specialized skills. This includes access to training, mentorship, and tools, ensuring they can deliver high-quality results and grow professionally.

Encourage autonomy by giving team members freedom to approach tasks their way, making decisions, and owning outcomes. Provide guidance when needed, but also allow space to learn from mistakes. This fosters motivation, creativity, and accountability.

Empowering your team to make decisions and take ownership of their work fosters innovation and engagement. I practice this by setting guidelines and expected outcomes, then stepping back to let the team members approach problems in their way. This was particularly effective during the rollout of a new scheduling protocol that allowed data analysts to devise their data validation methods, leading to more robust solutions.

It’s beneficial to create a culture of reflection and continuous improvement. Encourage your team to reflect on what they’ve learned from each task and discuss how processes and outcomes can be improved as a group. Sharing insights from past projects, like how a particular challenge was overcome or how a mistake turned into a learning opportunity, can inspire and educate, making the team more resilient and adaptive.

A few steps to be considered: - Resolve Issues Proactively: Anticipate potential challenges that may arise during task execution and be proactive in addressing them. Encourage team members to communicate obstacles early so that solutions can be brainstormed and implemented swiftly. - Celebrate Achievements: Recognize and celebrate milestones and achievements throughout the task delegation process. This boosts team morale and encourages continued dedication. - Reflect and Improve: After completing a delegated task, take time to reflect on the entire process with your team. Discuss what went well, what could have been done differently, and what lessons were learned.

Another aspect is effective communication and follow-up. Many a times, delegation, if not done with prudence, can feel authoritative or unimportant leading to dissatisfactory outcomes and results. The purpose of delegation is often to get the best outcome implying that you want a more appropriate or skilled person to undertake something that they specialize in. You always try to identify a SME who can get the task done and its important you communicate the intent of delegation without ambiguity to ensure it is taken seriously and does not come across as something assigned to an individual because no one else wants to do it or because the task is unimportant. Following up helps to track closure and early identification of blockers or gaps.