Leadership is a challenging role to fill, especially in today’s fast-paced environment. As a leader, you need to fill in multiple shoes, oversee different tasks, spot opportunities, keep up with market trends, and drive the business in the right direction. As such, keeping your hands full with menial jobs might keep you from driving the business to greater heights. That is why delegation is very important. You need to build a reliable army of employees whom you can trust to accomplish the jobs on time and with uncompromised quality.
To effectively lead any team or organisation, you need to delegate tasks appropriately. That means you will have to find the right man for the right job, assign the tasks, and prepare a timeline for them to submit the work. You might also have to keep a constant tab on the progress and work as a bridge between the client and your team. Delegation of work can be done on multiple levels depending on the budget and work pressure.
Read on for more information about delegation as a tool for effective leadership.
Delegation - the foundation of effective leadership
Do you know why strategy leadership for senior professional's programmes always stresses delegating tasks as a critical skill for aspiring leaders?
First, it saves time and energy. By delegating tasks, leaders don’t constantly have to do everything alone.
Second, it builds trust and confidence among employees. People can count on you to get things done irrespective of deadlines and performance anxieties.
Third, it lowers the stress levels of leaders. Leading a team is already a challenging role full of pain points; delegating tasks to team members helps leaders at all levels to cut down their workload significantly and focus on the core responsibilities.
Finally, delegation helps you build strong working relationships with people who report to you because they feel valued and respected by you
Factors that affect a leader’s delegation capabilities
We should think and learn about the steps of delegation before getting onto the factors that impact someone’s capability to delegate tasks appropriately and get things done in the process.
These steps are,
Define a task with sufficient clarity
Identity whom to delegate
Define the desired result specifically
Track and follow up
Necessarily, the factors affecting the capability to delegate tasks also emerge from these steps. Some people are good at identifying the right person or following up and getting things done, while others might be more efficient at communicating a task appropriately. As an aspiring leader, you should identify your strengths and work on the weaker spots. Advanced general management courses define the steps of delegation in more detail, with case-specific real-life applicability.
How to delegate effectively?
We know that delegation is a critical skill for managers and leaders, but it can be challenging to master. Here are some tips for effective delegation:
Select the right tasks - Before delegating a task, ensure you have the right person for the job. This means not only choosing someone who has the required skill set but also someone who can take on the extra work, such as having the necessary time to complete the task.
Let them know the desired outcome - Before you delegate a task, make sure your team members know what is expected of them. This will help them stay focused on what they need to accomplish, provide them with a sense of purpose and reduce the likelihood of making mistakes.
Give them the resources they need - To help your team members complete their tasks successfully, ensure they have the resources they need, such as the right equipment, software, materials, or authority to make decisions.
From novice to expert - Where to start
Leaders are not expected to know everything! They work with teams to look after different departments or functional areas necessary to run a business; they also learn from their mistakes and plug the loopholes in the process. But worry not. Leading a team (or a group of teams!) might look intimidating to a few, but you can rest assured that it is not. All it takes is gaining the experience of leading teams while catching up with advanced general management lessons on delegating tasks. You can pursue postgraduate general management programmes. People with years of experience in leading teams can also consider joining strategy leadership for senior professional programmes. The journey will transform the aspirant in you into a battle-hardened expert leader.
The purpose of an internal Management audit is to assess the effectiveness of your organization's quality management system and your organization's overall performance.Internal Audits of weak or high-risk areas give you time as a company to decide how you will address this before it arises during a regulatory inspection.
Having a plan of action in place will instill confidence in your regulatory inspector that you are in control and that you are continuously improving your operations.Let’s look at some of the components required for managing an Management System Audits program:-1.
Audit program objectives Audit program objectives can consider the following:Management prioritiesCommercial and other business intentionsCharacteristics of processes, products, and projects and any changes to themManagement system requirementsLegal and contractual requirements and other requirements to which the organization is committed.
Internal Audit Program Manager This position is responsible for managing, planning, organizing, and coordinating the functions of the Internal Audit Program (IIAP) which is governed by an Audit Committee.
The Program Manager will serve as the city's independent and objective liaison to the Audit Committee.
The focus of this position is to aid the city in accomplishing its strategic objectives by facilitating a systematic, disciplined approach.
