Mastering the art of delegating requires a big leap of faith but it is necessary if you want to see your startup grow and become profitable. An element of trust needs to exist between the business owner and its employees for the act of delegating to work. Having the right team in place and learning to work well together can help make it more effective.

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Power of Effective Delegation
Learn the art of getting things done
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2. How you Can Get the Most Out
of Every Day??
• 80% of people like you wake up at 6 a.m. or earlier
• The average people like you works an average of 57.8
hours each week
• work an average of 2.4 hours each weekend
• One sign when you feel overwhelmed, is when you
begin to "micromanage" and fixate on small
details.
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3. • Each day, you are working in your business instead of on your business.
• And while keeping busy can make you feel really productive, playing task
master is not the highest and best use of your time.
• Believe it or not, most of your current day-to-day duties can be handled by
another person. What’s more, they can do it better and faster because
they won’t be as distracted by as many responsibilities.
• And the less you do yourself, the more you will be able to inspire
and empower others in your company.
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Could you be doing more harm to your
business by attempting to take it all on???
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4. As a CEO, your areas of focus should be
primarily limited to:
• Stewarding the mission, vision, and, values of your company.
• Looking over the horizon at both the internal and external competitive
landscapes, opportunities for expansion, customers, markets, new industry
developments, trends, standards, and so forth.
• Setting and implementing strategic goals and initiatives to move your company
forward in a way that aligns with your mission, vision, and values.
• Creating and nurturing relationships with people and who will further the
interests of your company’s strategic goals.
• Meeting with your senior leadership to guide their actions and help them
manage your people, operations, and offerings.
• Monitoring your key performance indicators (including revenue and profit) to
ensure that everything in your company is performing well – and proactively
addressing those items that are not.
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5. • No one is more passionate about your
business than you.
You are its steward, its nurturer, and its
biggest fan. That’s why you are at its helm –
so stay there
(instead of running into the galley to cook).
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6. Why you will not delegate ?
The work is important
enough to receive your
personal attention.
The delegation will
undermine your power
base
The subordinate may do
a better job than you
The delegation could
cause you to lose control
of the operations
Subordinates dislike the
duties being delegated
Perfectionist tendencies
prevent the success of
delegationSubordinates are
incapable of performing
the work that needs to be
delegated
You have too much to
do. You are buried in
work.
It seems there is no way
out from it.
But there is
Delegation.
Yes, you know its
important to do and
you know it will save
time and help others
develop new skills.
So why aren’t you
doing it ???
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7. What the Experts say
Delegation is a critical skill. Your
most important task as a leader is to
teach people how to think and ask the
right questions so that the world
doesn’t go to hell if you take a day off.
Delegation benefits managers, direct
reports and organizations. Yet it
remains one of the most underutilized
and underdeveloped management
capabilities.
A 2016 survey on time management
found that close to half of the 332
companies surveyed were concerned
about their employee’s delegation skills.
At the same time only 28% of those
companies offered any training on the
topic.
Most people will tell you they are too
busy to delegate – that it is more
efficient for them to just do it
themselves.
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What the Experts say
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What the Experts say
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What the Experts say
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What the Experts say
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What the Experts say
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13. Watch for Warning Signals !
Poor Employee morale
Burn Out
Misallocation of Personal Resources
Damage of Company’s Image
Damage to Company Health
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14. • Poor Employee Morale :
An inability or refusal to delegate can have a corrosive impact on the morale of good employees who want
to contribute their talents to the business in a meaningful way. “Delegating work to subordinates help to
develop them for their own career advancement as well as improve their management skills”.
• Burn Out :
Even the most talented, ambitious and energetic entrepreneurs are apt to run out of gas if they insist on
tackling all major aspects of a company’s operation. Some small size business owners can manage all or
most important tasks for the early life of the company. But for the vast majority of small and ,mid-sized
businesses enjoying a measure of growth, owners sooner or later must face the reality that they cannot
under take all duties and responsibilities.
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Watch for Warning Signals !.....
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15. • Misallocation of personal Resources :
Small business owners and entrepreneurs who do not delegate often run the risk of using too much of
their time or routine tasks and not enough time on vital aspects of the company’s future such as strategic
planning, long-range budgeting and marketing campaigns.
• Damage of Company’s image :
Business owners who do not empower their employees, insisting instead, on attending to all relevant
aspects of his or her business themselves, run the risk of inadvertently suggesting to customers and
vendors that the company’s workforce is not competent or trustworthy.
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Watch for Warning Signals !.....
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16. • Damage to company Health :
This should be the bottom line consideration of all entrepreneurs running their own business. If
micromanagement is slowing progressing of work orders, hindering development of new marketing efforts,
or otherwise causing bottlenecks in any areas of a company’s operation, then it may be eating away at the
company’s fundamental financial well-being.
• General Signals :
Taking work home in the evening or working long hours of overtime.
Failure to give important tasks the amount of attention they warrant.
Basic company documents (like business plans) are not updated for long period.
Excessive amounts of time spent over work already completed by employees.
Completing important tasks with little time to spare.(a day or two)
Spending inordinate amounts of time on relatively unimportant or routine jobs.
Unhappy family members.
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Watch for Warning Signals !.....
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17. WhentoDelegate?
Delegation is a win-win when done appropriately. Ask 5
questions to understand it better.
Is there someone else who has or can be given then necessary
information or expertise to complete the task? Or it is critical that you
have to do it yourself?
Does the task provide opportunity to someone to develop their skill
Will their task recur in future?
Do you have enough time to delegate?
• Time for Training
• Time for questions and answers
• To check and monitor the process
• To allow for rework
Task important for the future if the organization which needs your effort.
(Eg : recruiting the right people for key positions)
If you can answer yes to at least some of them, then it
could well be worth delegating the job
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19. Delegation Worksheet
S.No Task Can it be
delegated? (Y/N)
To whom it should
be delegated
1
2
3
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20. www.buildhr.co.in
Delegation Template

21. The “WHO” and “HOW” of Delegation
Having decided to delegate a task there are some other factors to consider as well.
• To whom should you delegate
• How should you delegate
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22. “To whom” should you delegate
The factors to consider here include :
The experience, knowledge and
skills of the individual as they apply
to the delegated tasks.
• What knowledge, skills and the
attitude the person already has?
• Do you have time and resource to
provide any training needed?
The current workload of the person.
• Does the person have time to take
on more work?
•Will your delegation of this task
require reshuffling of other
responsibilities and work loads?
The individual’s preferred work
style.
• How independent is the person ?
•What does he or she want from his
or her job ?
•What are his or her long term goals
and interests, and how do these
align with the work proposed ?Tip
When you first start to delegate to someone you may notice
that he or she takes longer than you do to complete tasks. This
is because you are expert in the field and the person you have
delegated is still learning. Be patient if you have chosen the
right person to delegate to and you are delegating correctly,
you will find that he or she quickly becomes competent and
reliable
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23. Use the following principles to delegate successfully.
• Clearly articulate the desired outcome. Begin with the end in mind and specify the desired result.
• Clearly identify constraints and boundaries. Where are the lines of authority, responsibility and
accountability? Should the person
1. Wait to be told what to do?
2. Ask what to do ?
3. Recommend what should be done and then act ?
4. Act and then report results immediately ?
5. Initiate action and then report periodically ?
• Wherever possible, include people in the delegation process. Empower them to
decide what tasks are to be delegated to them and when.
“How” should you delegate
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24. • Match the amount of responsibility with the amount of authority. Understand you can delegate
some responsibility, however you can’t delegate away ultimate accountability. The buck stops with
you.
• Delegate to the people who are closest to the work, because they have the most intimate
knowledge of the detail of everyday work. This also provides work efficiency and helps people
develop.
• Provide adequate support and be available to answer questions. Ensure the project’s success
through ongoing communication and monitoring as well as provision of resource and credit.
• Focus on results. Concern yourself with what is accomplished, rather than detailing how the work
should be done.
Contd…..
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“How” should you delegate
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25. • Avoid “upward delegation”. If there is a problem, don’t allow the person to shift responsibility for
the task back to you. Ask for recommended solutions; and don’t simply provide an answer.
• Build motivation and commitment. Discuss how success will impact financial rewards, future
opportunities, informal recognition and other desirable consequences. Provide recognition where
deserved.
• Establish and maintain control.
1. Discuss timelines and deadlines.
2. Agree on a schedule of check points at which you will review project progress.
3. Make adjustments as necessary.
4. Take time to review all submitted work.
In delegation effectively, we have to find the sometimes – difficult balance between giving enough
space for people to use their abilities to the best effect, while still monitoring
and supporting closely enough to ensure that the job is done effectively and
correctly.
Contd…..
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“How” should you delegate
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26. 5 Levels of Delegation
Where are the lines of authority, responsibility and accountability?
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1. Wait to be told
what to do?
2. Ask what to
do ?
3. Recommend
what should be
done and then
act ?
4. Act and then
report results
immediately ?
5. Initiate action
and then report
periodically ?
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27. Steps in Delegation
Introduce the task - I
Demonstrate clearly what needs to be done - D
Ensure understanding - E
Allocate authority, information and resources - A
Let go - L
Support and Monitor - S
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28. 8 Steps for Effective Delegation

29. 4 Cs of Initial Direction for
Delegation
1. Clarity
2. Complete information
3. Correct as per law & policies
4. Concise and right direction
It gets easier the more you
do it.
You become more familiar
with your delegates.
Flow-through task
delegation.
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30. How 10 CEOs work smarter, manage better and get things done faster
• Color-code every minute - VMWare CEO
Patrick Gelsinger
• Don’t work on airplanes - Evernote CEO
Phil Libin
• Make employees put a response deadline
in emails - Birchbox co-founder Katia
Beauchamp
• Give every day a theme - Square CEO and
Twitter chairman Jack Dorsey
• Create a “Yesterbox” - Zappos CEO Tony
Hsieh
• Put notes in your address book - Etsy
CEO Chad Dickerson
• Plan ahead — far ahead - Nissan CEO
Carlos Ghosn
• Spend a day a week on only mobile -
Google CEO Larry Page
• Crowdsource meeting agendas -
Homejoy CEO Adora Cheung
• Write letters to employees’ parents -
PepsiCo CEO Indra Nooyi
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31. Delegation
• Even “Super You” need help and support. There is no shame in asking for assistance. Push aside the pride
and show respect for the talent others can bring to the table.
• And remember that there is no such thing as a single handed success. When you include and acknowledge
all those in your corner, you propel yourself, your team mates and your supporters to greater heights.
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32. And, finally…..
“The secret of success is not in doing your own work but in recognizing the right [person] to do it.”
~Andrew Carnegie
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33. About BuildHr
Who We Are?
We are a consulting company providing pragmatic end to
end HR solutions for Small, Medium Enterprises (SME’s),
Family Managed Business (FMB’s), Start-up ventures
and large scale enterprises.
Our primary area of focus is to:
• Understand & resolve Pain Areas of Entrepreneurs
• Enhance People Capabilities
• Enable a High-Performance Work Environment
• Build Organizational & Business Process Capabilities
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34. Our Competitive Advantage
• Team BuildHr is a blend of Engineers & Behaviour Science specialists.
• We are Qualified Assessors in people assessment tools.
• We are HR experts in strategy development & people capability
building.
• Our Hands on experience with SME and FMB equipping us to understand
the pain areas of entrepreneurs and unique issues of each segment.
• A team of HR Statutory specialists playing the advisory role to facilitate
statutory compliance and adherence.
• Our Exposure to diverse sectors offering products and services in
engineering, energy, pharma, chemical, automobile, hospital, hospitality,
construction, retail, glazing and information technology.
• Bridge managerial and leadership gaps through Executive Recruitment .
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35. Our Services
➢ Puroga - Leadership Development
➢ Sankalp – Organizational Development
➢ Maanush – Building Performance Capability
➢ Kriya – Building Business Processes Capability
➢ Pariksha – Executive Talent Acquisition
➢ Janapariksha – Mass Recruitment
➢ Chaitanya – Competency Development
➢ HR In A Box – Complete HR Solutions for SME
➢ Shakthi – Compliance HR
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36. Why HR In A Box?
SMEs today face the constant struggle in determining whether their HR function is doing the right
thing. To help them meet these basic requirements, we’d like to offer ‘HR IN A BOX’.
Approach
HR IN A BOX’ equips you to deal with HR right from simple to the most challenging questions on
policies, procedures, practices and formats. .
In addition, we also offer on-call expert support to manage the unique challenges pertaining to
people at the top management, leadership and implementation level. We help you retain the focus
clearly on people without requiring to spend much time on the HR processes.
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37. BuildHr Management Consultants Private Limited
3A/8, Thangal Ulvai Street,
Virugambakkam, Chennai 600092
Land line: 044 - 42016776, 044 - 23773743
Web : www.buildhr.co.in
Lakshmi Narayan NJ
Mobile: 91767 11312
lakshminarayan.nj@buildhr.co.in
Our Coordinates
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