Many IEPs are staffed by people who started out as classroom teachers. This can be a positive thing, but management skills – especially the skills of managing people – have to be learned. One important skill that can be challenging to learn is delegation. Knowing when and how to delegate is important for all academic directors, student services managers, and program coordinators. Here are some tips for delegating.
- Delegate responsibilities, not tasks. True delegation isn’t just asking someone to do something; it is entrusting a person with a responsibility. It could be a project with a deadline such as writing a curriculum, or it could be an ongoing responsibility such as overseeing program assessment. Find an area of work that someone could take on and let a person do it. That’s delegation.
- Give ownership. Once you delegate, step back and let the person get on with it. They may not do it the same way as you; they will often find a better way of doing it. Owning an area of responsibility gives employees pride in their work.
- Explain your goal, not the process. Tell the person what you are trying to achieve, such as conversion of inquiries into registrations. Let them know how it’s been done before. Then let them figure out how they are going to meet your goal.
- Hold the person accountable. Agree on criteria for success, and arrange to check in on a regular basis to discuss progress and challenges. Make the person understand that although they have ownership of this area of work, they are accountable to you and the organization for results.
- Anticipate and tolerate mistakes. Employees need space to make mistakes, especially if they are trying out new methods. Agree with yourself that you won’t stress out if the person makes mistakes as they learn to do what you have asked. Repeating the same mistake over and over is a problem, but mistakes in learning are natural.
- Support, support, support. Make clear to the person that you are there to support them. When you delegate anything, consider this your primary role. Ask repeatedly, “What can I do to support you? Is there anything I can do to help you do this more effectively?”
- And remember: you are still responsible. Although you have delegated, the responsibility is still ultimately yours. If something goes wrong, don’t blame the person you delegated to. When explaining the situation to your boss, take responsibility. Conversely, if your employee did a good job, be quick to praise and advertise his or her accomplishment to your colleagues.
These are my do’s and don’ts of delegation. Do you have any others?