Many supervisors tend to avoid delegating tasks to their employees. Sometimes, tasks aren't delegated because of skill deficiencies in those who might be able to complete the tasks. But, most of the time, the reason delegation doesn't occur can be attributed to the supervisor not realizing the value of effective delegation.

Many supervisors have deeply rooted reasons for not delegating. Among these reasons, the following are the most common ones cited:

· Anxiety about possible mistakes. Fear of leaving the comfort zone of doing the same projects and tasks year after year.

· Inability to accept anything short of perfection.

· Feeling as though others couldn't possibly do as good a job as that currently being done by oneself.

· Missing the big picture of things. Some supervisors know they can do a task faster and in doing the task feel they're saving time when, in fact, they're costing another employee the chance of positive growth.

· Fearing the loss of control.

· Lacking confidence in the abilities of others.

Instead of allowing the above tendencies to take root in your mind, simplify delegation to one simple question: "Can someone else do this?" If someone else can do the task, then delegate it! (Note: The question is not "Can someone else do it better or more quickly?")

Once you find a task to delegate, take the following steps to delegate in the most efficient manner:

· Choose the most qualified person for each task. Match the talents of the person with the requirements of the task as best you can.

· Share clear and precise instructions. Let the person to whom you delegated know what you expect, what checkpoints must be crossed and when the final results must be completed.

· Delegate the authority to complete the task. Make sure the resources and assistance needed is readily accessible to your delegatee.

· Follow the progress of the task the first time it's delegated. From then on, just have the delegatee formulate a checklist, which will be turned in along with the final product.

· Provide moral support and affirmation. Understand that there may be some bumps and bruises along the way the first time through. Treat the delegation process as a means of education growth for employees.

· Refuse to take "upward" delegation. These are those tasks brought to you by employees who need you to finish the task they've been working on. Do all you can to help them finish the task but let the employee do the work. Remember that it wastes your time to do something that you could delegate.

(Compliments of Rutherford Publishing www.RPublish.com)