Here's how you can master delegation in a professional setting.

Delegar pressupõe clareza em determinar a tarefa. É o momento onde o óbvio não deveria existir e uma abordagem didática no direcionar precisa prevalecer. Com esse drive mental, os outros elementos que envolvem a tarefa serão mais facilmente entendidos.

As a manager in my team, here is what I do; I try to understand the task before breaking it down into smaller parts, then start assigning them to my team members individually or in pairs. I also encourage constant feedbacks to ensure that nobody is being overwhelmed by the task assigned to them, and if they are, I look for a way to make it easier by suggesting ways they can go about the task or pairing them with a team member that can help out.

Before you can delegate tasks, you need to really understand them. Break down each task into smaller parts and think about what skills are needed to complete it. This will help you decide who in your team can do the job best. It also lets you see what resources or help might be needed to get the task done right.

I am going to state that before you understand the tasks for how things are done - make sure you understand the goal. Over time tasks get added for different reasons that may not create efficiency and may not be aligned with the goal. Once you understand the goal then identify the tasks that will get there in the most efficient way possible. Now for the hard part - step back - the intent is not for you to be solely responsible! Once you understand the tasks that will achieve the goals in the most efficient way - identify the skills and the abilities to achieve them!

"Potencialize sua Equipe com Delegação Estratégica: Habilidades, Desenvolvimento e Sucesso!" No meu ponto de vista, escolher os delegados certos é crucial para o sucesso da equipe. No dia a dia, avalie habilidades e metas de desenvolvimento. Evite delegar baseado apenas na carga de trabalho. Que tal iniciar um "programa de mentoria de tarefas" para desenvolver talentos? Assim, você será o Estrategista Mestre da delegação, garantindo que cada membro contribua com suas melhores habilidades e cresça profissionalmente!

Choosing the right person for each task is important. Look at what skills each team member has, how much work they already have, and what they want to learn. Give tasks to people who have the skills needed or who would benefit from learning something new. This helps everyone grow and makes sure the work gets done well.

Now that you understand the skills and the abilities required to do the tasks look at your team to see whose skills and abilities align with the tasks and assu=ign them to them. Remember a manager manages and must trust the team - but also must distribute tasks that make sense to the right people. If there are tasks that do not align with your team - identify if you can develop them or consider the needs in staffing. This is an opportunity to enable staff to grow - see who is interested in the tasks that have noone with matched skills and abilities and identify how they can be supported to develop. You may spend more effort with these staff - but that is a function of a manager to develop talent.

Make sure everyone knows exactly what they need to do. Talk about the goals, deadlines, and the quality you expect. Use simple tools like lists or charts to make everything clear. Discuss any possible problems and how to solve them. This way, everyone knows what success looks like and how to achieve it.

You know the tasks needed for the end to end goals and you know the desired timelines - those are your basic expectations. Now for a judgement piece - are the goals and timelines realistic. It is your job to provide tasks that can be completed within the expectations and the failure is on you if you delegate unrealistic tasks. Discuss with your staff and as a team review the overall goal and tasks. Now for the important part - work with your team to understand what they need to succeed and ensure they have it. A failure part of many delegations is not assigning to the right person, it is assigning the right person without providing what they need to succeed.

Give your team the freedom to do their tasks in their own way. Trust them to make good decisions, but let them know you’re there to help if needed. Encourage new ideas and different approaches. This makes your team feel valued and boosts their confidence and productivity.

An empowered team is one where you have their trust that they can do the job. You have also created a culture of trust that if there are hurdles and challenges they can come to you - the world is not perfect and there will always be unforeseen challenges that need adjustments. Delegation and outcomes fail when delegates can not identify challenges. To do this you have to set an example where you display when you have challenges you can accept and pivot. Never ever micro manage - if you are overseeing everything it will set your team to fail and the goals not to be achieved.

Keep an eye on how the tasks are going without being too controlling. Set regular check-ins to provide feedback and help solve any issues. Use tools like progress reports to stay updated. This ensures that everything is on track while allowing your team to work independently.

Create touch points - weekly team meetings are a great opportunity to have the team review progress in a natural way that is not perceived as oversight. This is also a great way to tap into the team knowledge to discuss challenges and hurdles - while you might be able to solve it, the team becomes stronger when they are empowered to do it without you. Besides they may surprise you with a solution that is better than yours.

After a task is finished, take time to look back on how things went. Talk with your team about what worked well and what didn’t. Use this feedback to improve your delegation process in the future. This helps everyone learn and get better at their jobs.

Think about the importance of trust and respect in your team. Spend time building good relationships with your team members. Understand what motivates them and where they need support. Be flexible and ready to change your approach if needed. Celebrate all successes, big and small, to keep your team motivated and happy.