Introduction Starting a new job is supposed to feel like progress. You expect new opportunities, professional growth, and the excitement of a fresh beginning. But what happens when the reality feels nothing like what you imagined? The workload becomes overwhelming. Expectations seem unclear. Small mistakes feel enormous, and every day brings another challenge. Eventually, a thought crosses your mind: Maybe this job is not for me. Many professionals experience this moment during a career transition. The important question is not whether difficult days will come, but how you respond when they do. When Everything Feels Wrong Imagine joining a new company with high expectations for yourself. Within the first few weeks, you struggle to understand the processes, find it difficult to connect with your team, and feel constantly behind. You watch experienced colleagues complete tasks effortlessly while you spend hours figuring out things they already understand. Your confidence begin...
Introduction
Delegation refers to the entrusting of responsibility, granting authority, and creating accountability by the manager. It’s a process that brings a sense of responsibility and motivates the people working under the senior. Leaders build champions by delegating tasks to be performed or the results that are to be achieved. Delegation is, therefore, important for the holistic growth of the employees in the company. Following are the seven steps of effective delegation.
Seven Steps Of Effective Delegation
Step 1: Think and PlanThe first step of effective delegation given by Bob Johnson is to think and plan first about what’s there for them in whatever we are delegating before calling the person in and starting the actual process. You need to prepare a plan first regarding the task to be delegated.
Thought provoking biography of Micheal Jordan:
Step 2: Define the expected results
Bob Johnson mentioned that the second step of effective delegation is to define the results that you expect. We should clearly define the results that are to be achieved instead of telling them ‘How to do it?’ This brings clarity to your expectation of the result of the task.
Step 3: Define Rules and Limits
The third step of effective delegation given by Bob Johnson is to define rules and limits. We need to clearly define the rules and limits that are supposed to be taken care of by them while doing the work or responsibilities that are delegated to them.
Bob Johnson mentioned that the second step of effective delegation is to define the results that you expect. We should clearly define the results that are to be achieved instead of telling them ‘How to do it?’ This brings clarity to your expectation of the result of the task.
Step 3: Define Rules and Limits
The third step of effective delegation given by Bob Johnson is to define rules and limits. We need to clearly define the rules and limits that are supposed to be taken care of by them while doing the work or responsibilities that are delegated to them.
Step 4: Discuss standards of Performance
We need to discuss the standards of performance with the person to who we are delegating the task/work. It means that we need to set conditions that are written in a specific language. This is the fourth step of effective delegation.
Step 5: Ask about their Plan of Action
According to Bob Johnson, we should casually ask them their Plan of Action. Instead of telling them, we must start asking more to develop and tap into the knowledge and ability that they have and that they can bring to the job.
We need to discuss the standards of performance with the person to who we are delegating the task/work. It means that we need to set conditions that are written in a specific language. This is the fourth step of effective delegation.
Step 5: Ask about their Plan of Action
According to Bob Johnson, we should casually ask them their Plan of Action. Instead of telling them, we must start asking more to develop and tap into the knowledge and ability that they have and that they can bring to the job.
Step 6: Ask about Implementation of Plan
The sixth step of effective delegation given by Bob Johnson is to ask the team member about how s/he is going to implement the plan. We should sit with them and let them open up and bring out their ideas.
Step 7: Keep Following Up
The last and final step given by Bob Johnson for effective delegation is to keep following up. It means that you need to Follow up and Follow throughout the task. You should keep your eye on whatever you expect from the person regarding the task/work delegated.
The sixth step of effective delegation given by Bob Johnson is to ask the team member about how s/he is going to implement the plan. We should sit with them and let them open up and bring out their ideas.
Step 7: Keep Following Up
The last and final step given by Bob Johnson for effective delegation is to keep following up. It means that you need to Follow up and Follow throughout the task. You should keep your eye on whatever you expect from the person regarding the task/work delegated.
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