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Deciding Which Tasks to Delegate

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Digital Marketing - Study Notes:

All tasks are not created equal. And not every task is suitable for delegation. So, as a team leader, it’s important for you to identify what tasks are suitable for delegation – and which should only be done by the leader.

Of course, there are many good reasons to delegate tasks. Delegation leaves the leader with time to actually lead and support the team. It helps to balance the overall workload. It can also provide development opportunities for team members. And it can help to cover unexpected demands.

Delegation guidelines

So which tasks should you, as the team lead, delegate to others? You can follow a number of guidelines to help you decide. 

Delegate tasks that you don’t have to do

Consider delegating any task that doesn’t have to be undertaken by you, the leader. Actively identify which aspects of your work must be done by you. These would include your actual leadership tasks, such as distributing work, monitoring, supporting, and reporting on performance, ambassadorial tasks representing the team, and dealing with your own manager. Confidential issues are also part of this. So what should you delegate? Well, consider delegating everything else!

Delegate tasks you can explain and define clearly

Ensure that tasks you delegate are defined clearly enough so that you can specify exactly what is needed and how it is to be delivered. Exceptions to this may be unclear tasks where the delegation is aimed at clarification. In these cases, specifying how you will know it has been achieved is important. This prevents possible confusion and delays due to delegating tasks that you are unable to explain or define clearly.

Delegate tasks without disrupting the team

Third, delegate tasks that will not disrupt or derail the work of the team and its members. It is not unusual for unexpected or even inappropriate demands to arrive, especially in fast-moving or growing organizations. If delegating all or part of them would threaten to disrupt the team, other means for dealing with them or building them into work plans may be more appropriate.

Delegation in action

There once was a Regional Director who was informed on the morning of a two-day team development retreat that he was going to have to merge his own regional management team with a neighboring one. This task was to be completed in three months. He decided to share that information with his team straight away, and to outline his first thoughts. 

He explained that merging two teams each with eleven and twelve members was not feasible. Therefore, in three months’ time, some of the people in the room would not be in their current jobs. He proposed that for some, that change could be of great benefit, and for others it might be an important challenge. His promise was that he would personally discuss details with each person regarding what would be best for both them and the remaining team. His concern was that people would move to better jobs, be re-deployed in other parts of the organization, and that he would ensure they moved with their total dignity and respect intact. He also promised that he would not delegate this task to HR or anyone else. He saw it as his total responsibility!

A couple of years later, I had the opportunity to ask that same Regional Director how, whenever I visited him, his desk was always clear, and he would make time to see me. He responded that he had highly skilled and experienced managers, leaders, and heads of department to run the region from day to day. So everything that arrived at his office had someone’s name on it, and was delegated or distributed as soon as possible. He kept for himself his activities as regional representative, and as support person for his team colleagues. Moments after he told me that, one of his senior managers popped his head around the door to say his car had a problem, so his alternative method of long-distance travel to a meeting he was attending on behalf of the director might make him arrive late. The director said, “Here, take my car. I can make my way home this evening without it. You need it more than I do!”


 

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Olivia Kearney

Olivia is CMO of Microsoft Ireland she is responsible for developing the longer term strategy for the Irish business and leads the marketing strategy across B2B and B2C.

A passionate marketing leader who cultivates big ideas to drive growth and brand distinction and brings her international experience in the Tech and FMCG industry.

Olivia Kearney
Kevin Reid

Kevin is a Senior Training Consultant and the Owner of Personal Skills Training  and the Owner and Lead Coach of Kevin J Reid Communications Coaching and the Communications Director of The Counsel.

With over twenty years of experience in Irish and International business with an emphasis on business communications training and coaching, he is a much in demand trainer and clients include CEO’s, general managers, sales teams, individuals and entire organisations.

With deep expertise in interpersonal communication through training and coaching and in a nurturing yet challenging environment, Kevin supports teams and individuals through facilitation and theory instruction to empower themselves to achieve their communication objectives. This empowerment results in creativity, confidence building and the generation of a learning culture of continuous self-improvement.

Kevin Reid
Bill Phillips

Bill is an international facilitator, trainer, and team coach. He has successfully coached CEOs, board members, directors, executive teams, and team leaders in public and private companies, NGOs, and UN organizations in 15 countries across four continents. He is also the creator of Future-basing®, a highly potent process for building strategy, vision, and cooperation.

Bill Phillips

ABOUT THIS DIGITAL MARKETING MODULE

Managing a Digital Team
Olivia Kearney Olivia Kearney
Presenter
Kevin Reid Kevin Reid
Presenter
Bill Phillips Bill Phillips
Presenter

In this module, Olivia Kearney will discuss the skills required to become an effective manager and contrast them with the skills of an individual contributor. You will evaluate techniques and methods managers use to manage a digital team and explore models for developing people and talent. You will explore models used in coaching to ask effective questions and identify common de-motivators in the workplace. Kevin Reid and Bill Philips will examine examples of extrinsic and intrinsic motivation and evaluate performance management techniques.