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1. DELEGATION
The objective of delegation is to get the job
done by someone else.
We accomplish all that we do through
delegation ---- either to time or to other
people.
If we delegate to time, we think efficiency.
If we delegate to people we
think effectiveness.

2. DELEGATION
Many people refuse to delegate to other people because they
feel it takes too much time and effort, and they could do the
job better themselves.
But effectively delegating to others is perhaps the single most
powerful high-leverage
activity there is.

3. TYPES OF DELEGATION
Gopher Delegation
Stewardship Delegation

4. GOPHER DELEGATION
.” Gofer delegation means “go for this, go for that, do this,
do that, and
tell me when it’s done.”
Most people who are producers have a gofer delegation
paradigm.
Gofer delegation requires one-on-one supervision of
methods, but
how much does it really accomplish? And how many
people is it possible to
supervise or manage when you have to be involved in
every move they make?

5. STEWARDSHIP DELEGATION
Stewardship delegation is focused on RESULTS instead of
METHODS.
IT gives people a choice of method and makes them
responsible for results.
Stewardship delegation involves clear, up-front mutual
understanding and commitment
regarding expectations in five areas.

6. CONT’D…
1. Desired Results.
Creat a clear, mutual understanding of what needs to be
accomplished, focusing on what, not how; results, not
methods. Sped time. Be patient. Visualize the desired resultl.
Make out a statement of
what the results will look like, and by when they will be
accomplished.

7. CONT’D…
2. Guidelines.
Identify the parameters within which the individual should
operate.
These should be as few as possible, but should include
any formidable restrictions.
Point out the potential failure paths, what not to
do, but don’t tell them what to do.
Keep the responsibility for the results
with them – to do whatever is necessary within the
guidelines.

8. CONT’D…
3. Resources.
Identify the human, financial, technical, or organizational
resources the person can draw on to accomplish the
desired results
4. Accountability.
Set up the standards of performance that will be used in
evaluating the results and the specific times when reporting
and evaluation will take place.

9. CONT’D…
5. Consequences.
Specify what will happen, both good and bad, as a result of
the evaluation.
This could include such things as financial rewards,
psychic rewards, different assignments, and natural
consequences tied into the overall mission of the
Organization
Effective delegation is perhaps the
best indicator of effective
management simply because it is so
basic to both personal and
organizational growth.