Effective Delegation: Case Study

1016 Words 5 Pages
“Successful leadership means picking the right people for the right assignments and developing them. These followers are not clones of the leader, but are people that have talents that may be dormant or underdeveloped” (Manning & Curtis, 2015, p. 302). Delegation is prioritizing tasks that need to be completed and assigning them to people. The ability to do this effectively is a major responsibility for an effective leader. It is not about getting the chore done, it is about finding the right person for the right job. A true match can make a difference, not only for the organization, but for the person. Even before taking this quiz, I acknowledge that I need more experience and guidance when it comes to delegation. I strive for perfection …show more content…
1. Select the person for the task
2. Define the task
3. Gain the subordinate’s views
4. Give authority and resources to perform the task
5. Use checkpoints to review progress
6. Hold accountable/Reward results

Rule for Effective Delegation: (Manning & Curtis, 2015, p. 307-308)
Share power with employees
Don’t delegate the bad jobs, saving the good ones for yourself
Know your employees
Use delegation as a development tool
Delegate work fairly among all employees
When you delegate authority, make sure you back your employees if your authority is being questioned
Let employees know what decisions they have authority to make and delegate decision making to the lowest possible level
Delegate with consistency
Deleage whole tasks so employees can see projects through to completion; allow sufficient jobs to get jobs done
Insist on clear communication
Make good use of questions when delegating work
Explain the importance of assignments
Learn to live with work styles that are not like your
…show more content…
In general I fall under the conventional personality with small traces of realistic and investigative traits. I am dependable, organized, and careful, but at times can also be practical and reserved when it comes to my career and the decisions I make in my life. It is important for school leaders to be aware of different models such as Holland’s because it is effective to use one’s strengths when leading the people of a school. In regards to the Interpersonal Style Questionnaire I fall under the P, participative, category. For as long as I can remember I have always made my decisions in terms of how it will affect others around me. Throughout my life I have found this to me my greatest strength, but if not handled carefully, it can also be my

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