Employee Delegation for Empowerment.pptx

Delegation for EMpowerment

1. Delegation for Empowerment Unleashing the Potential of Your Team

2. EMPOWERMENT Leadership is great not because of their power but because of their ability to empower others John C Maxwell

3. Employee Empowerment Defined…

4. Objective : Delegation for Empowerment

5. 3 Stages of Empowerment

6. Building a Culture of Empowerment

7. Inhibitors of Empowerment

8. Empowerment Avoiding Traps: Defining Power as Discretion & Self- Reliance Failing to Properly Define Empowerment for Managers & Supervisors Assuming Employees Have the skills to be Empowered Getting Impatient Making the Transition from Traditional Approach Beyond Empowerment

9. PRINCIPLES OF EMPOWERMENT Shared Values • Brainstorm typical situations • Identify your “common sense” solutions • Define “common sense” as values •

10. Levels of Empowerment

11. Linking Delegation and Empowerment: Delegation and empowerment are interconnected concepts. Delegation serves as a practical means to achieve empowerment. When leaders delegate tasks and responsibilities, they not only distribute the workload but also provide opportunities for team members to showcase their abilities, develop new skills, and take ownership of their work. Empowerment, in turn, is the outcome of effective delegation, as it leads to increased confidence, motivation, and a sense of responsibility among team members.

12. DELEGATION Process by which managers allocate authority to workers who report to them Authority is the legitimate power an organization grants to some of its members to direct and manage the actions of employees of the organization in achieving its goals Manager shares power and doesn’t give it away

13. Delegation Delegation is the process of assigning tasks, responsibilities, and decision-making authority to individuals within a team or organization. It involves entrusting a portion of one's workload and authority to others, fostering a collaborative and shared approach to achieving common goals. Tell them what to do Show them what to do Let them try - observe Praise progress Repeat until competent Transfer the responsibility Monitor periodically

14. Principles of Delegation Know yourself and your team members Assess strengths, weaknesses, mission, situation, and skills Understand the limitations and job descriptions 4. Know the mission requirements Keep communication clear, complete, and constant 6. Evaluate-review what happened/ measure results .

15. The What of Delegation Clearly define the task: What needs to be done? What are the desired outcomes? Provide necessary resources: Do team members have the tools and information they need to succeed? Set clear expectations: What timeframe, budget, or quality standards are expected? Establish communication channels: How will you stay updated on progress and provide support? Delegate authority: Give team members the decision-making power they need to complete the task.

16. The Why of Delegation Increased productivity: By delegating tasks, you free up your own time to focus on higher-level priorities, ultimately leading to greater team productivity. Improved employee engagement: Delegation shows trust and confidence in your team members, fostering a sense of ownership and responsibility that boosts engagement. Developed employee skills: Delegation provides learning opportunities for team members, allowing them to grow their skills and take on new challenges. Succession planning: Effective delegation creates a pipeline of talent by preparing future leaders within your team.

17. When Delegation

18. The Who of Delegation Consider individual strengths and skills: Match tasks to individuals based on their expertise and development needs. Assess motivation and commitment: Choose team members who are willing to take on additional responsibility. Identify potential challenges: Consider any learning gaps or obstacles that team members might face.

19. Delegation – Know your people Stages of Employee development Unconscious Incompetence Conscious Incompetence Conscious Competence Unconscious Competence

20. Whom to delegate Selling Delegation Telling Participating Workload

21. Employee the center of Delegation Willingness Capability High Position Power Good Employee relation Accountability Employee Workload Upcoming Responsibilities

22. Overcoming the Fear of Delegation Fear of losing control: Trust your team members and provide guidance without micromanaging. Fear of mistakes: Mistakes are learning opportunities. Foster a culture of open communication and support. Fear of overloading team members: Delegate tasks that are challenging, but achievable Micromanagement tendencies: Remember, delegation is not about abdication, it's about allowing space for autonomy while offering support. Lack of trust in team members: Invest in training and development to build trust and confidence in your team's abilities. Unclear expectations and communication: Clearly define tasks, deadlines, and responsibilities to avoid confusion and ensure success. Time constraints: While delegation might take initial effort, the long-term benefits outweigh the investment. Prioritize effectively and delegate tasks that free up your valuable time. Focus on growth and development: View delegation as an opportunity for your team to learn and grow, benefiting both them and the company.

23. Developing a Delegation Plan Identify tasks to delegate. Match tasks to team members. Develop clear instructions and expectations. Establish communication channels. Set timelines and milestones. Plan for feedback and support.

24. Putting Delegation into Practice

25. Delegation and Empowerment - Hand in Hand Delegation and empowerment are intertwined concepts. By delegating tasks, you allow your team members to take ownership, make decisions, and learn new skills. This builds their confidence, competence, and sense of responsibility, ultimately leading to increased empowerment. Empowerment is not simply giving away tasks, it's about creating an environment where your team members feel trusted, supported, and encouraged to contribute their best. Delegation is a key tool for fostering this environment.

26. Why Delegation is a Must for Empowerment Increased capacity: By delegating, you free up your own time to focus on higher-level strategic thinking and coaching, ultimately benefiting the entire team. Enhanced skills and development: Delegation provides learning opportunities for team members, helping them grow their skills and take on new challenges, preparing them for future leadership roles. Improved engagement and motivation: Trusting your team with meaningful tasks shows that you value their contributions, leading to increased engagement, ownership, and motivation. Succession planning: Effective delegation helps identify and cultivate future leaders within your team, ensuring a smooth transition and continued success. Retention

27. Case Study Background: The Beehive Marketing team at Buzzworthy Industries consists of five members: Sarath , a detail-oriented project manager; Jahnavi, a creative graphic designer; Madhavi, a social media whiz; Das, a data analyst; and Eshwar, a newly hired content writer. They currently juggle multiple projects with tight deadlines, often leading to late nights and missed deliverables. Sarath , as the manager, feels overwhelmed and micromanages, causing some team members to feel stifled and less motivated. Challenges: Unclear roles and responsibilities: Team members often overlap on tasks, creating confusion and inefficiency. Micromanagement: Sarath tries to control every detail, hindering individual initiative and ownership. High workload: The team juggles multiple projects without clear prioritization, leading to stress and burnout. Low engagement: Some team members feel undervalued and less motivated due to limited autonomy.

28. Questions for Discussion:

29. Probable Solution

30. Case 2 Eshwar, a top engineer at Bolt & Gear Ltd , consistently exceeds expectations. He takes on every assigned task and volunteers for additional projects, often working late nights and weekends. While his dedication is commendable, it leads to burnout and resentment from colleagues who feel pressured to match his workload. Management is concerned about Eshwar's long-term sustainability and potential impact on team morale.

31. Challenges: Work-life balance: Eshwar's excessive workload leads to personal life neglect, potentially impacting his health and well-being. Unrealistic expectations: Other team members feel pressured to match Eshwar's output, creating stress and resentment. Potential burnout: Eshwar's unsustainable work pace could lead to fatigue, decreased productivity, and potential loss of motivation. Knowledge sharing: Eshwar's tendency to handle everything himself limits opportunities for knowledge transfer and team development.

32. Questions for Discussion: Which tasks could be delegated from Eshwar to other team members? Consider their skills and development needs. How can management encourage Eshwar to adopt a healthier work-life balance and delegate tasks effectively? How can the team culture be shifted to promote collaboration and knowledge sharing, reducing reliance on a single individual? How can Eshwar's strengths be leveraged for mentoring and coaching other team members, fostering their growth and skill development?

33. Potential Solution Management could encourage Eshwar to prioritize critical tasks and delegate less urgent ones to other team members based on their expertise. Implementing clear deadlines and achievable expectations can help manage workload and reduce pressure across the team. Encouraging knowledge sharing through mentoring programs or group collaboration sessions can distribute expertise and reduce reliance on single individuals. Recognizing and rewarding team achievements as a whole can foster a more collaborative and supportive work environment, reducing pressure for individual overachievement

34. To conclude Delegation is a strategic tool that leaders use to empower their teams. By entrusting responsibilities, leaders not only share the workload but also cultivate a culture of trust, collaboration, and continuous improvement. Empowered teams, resulting from effective delegation, contribute to a dynamic and innovative work environment, driving organizational success.

35. Let's Practice Form groups of 3 Identify one as Delegator, another as Employee, and the third one as Observer Now based on the agreed task to be delivered, let the Delegator delegate and Observer make a not on the check list if all the steps followed

36. Delegation observer worksheet   Did the delegator explain the importance of the task? Comments :   Yes No Did the delegator explain how to do the task? Comments :   Yes No Did the delegator present the expected results in a SMART goal? Comments :   Yes No Did the delegator give the employee the authority to do the task? Comments:   Yes No Did the delegator set a deadline and checkpoints? Comments: Yes No Did the delegator ask the employee to summarize the task? Comments: Yes No Did the delegator encourage the employee to ask questions? Comments:   Yes No