What do you do if you want to maximize productivity by delegating tasks to others?

To maximize productivity through delegation, start by identifying tasks that others can do as well or better than you. Match these tasks with team members who have the appropriate skills and capacity. Clearly communicate the task objectives, expectations, and deadlines. Provide the necessary resources and authority to complete the tasks. Establish a follow-up schedule to monitor progress, offer support, and give feedback. Empower your team, allowing them to take ownership, which can lead to improved efficiency and job satisfaction.

Na minha opinião, antes de qualquer direcionamento de tarefas é preciso engajar a pessoa envolvida, ou seja, capacitar, treinar e desenvolver a pessoa para executar essas atividades, só assim vc poderá ter um direcionamento assertivo e uma contribuição bem-sucedida desses colaboradores!

Quelles sont les tâches et missions dont la production peut être maximisée ? C’est la première question à se poser dans cette démarche. Dans ce sens, la matrice d’Eisenhower sera notre meilleure alliée. Elle nous permettra d’identifier les taches et missions clés (urgentes et importantes, non urgentes mais importantes…). Cela permettra de déléguer les tâches non stratégiques afin de se focaliser sur celles plus essentielles à la productivité. Ce sont surtout les 20% de tâches clés qui procurent 80% de résultats.

Productivity is interlinked with factors like company culture, environment, goals, objectives, and growth opportunities. To upskill and grow our team, we ensure they have the right direction and leadership. It's easy to delegate tasks to them but what if they are not empowered enough to decide even the nitty gritty, if we want to evaluate them with full potential and as future leaders then task deletion should be awarded with empowerment.

Empower, don't just delegate! 🚀 When assigning tasks, emphasize their importance and contribution to the team's goals. Make your team feel valued and integral to the process. This fosters empowerment, not just task completion.

Comment déléguer ? Il y a deux choses à savoir en matière de délégation : -On délégue quand la tâche coûte moins cher à réaliser : Si je facture à 500€ de l’heure, je ne vais pas passer 8 heures sur une tâche qui en vaut 50€ par exemple. -On délégue à des personnes qui ont soit un taux horaire permettant d’absorber la tâche soit les compétences requises pour la réaliser de manière souveraine. A partir de cela, les personnes idéales s’imposent naturellement. Tout est une question de taux horaire et de compétences. Par ailleurs, cela peut être une opportunité pour le délégataire de monter en compétences sur des missions hautement formatrices. C’est toujours un plus car elles gagneront en expérience et vous en temps.

Clearly, one of the key steps to maximize productivity through delegation is to equip your resources with the necessary tools and relevant documents and training materials to complete the task successfully. But it is essential to hold the individual accountable for the delegated task and to encourage autonomy.As a matter of fact, empowering them to solve problems and exercise creativity can lead to more effective outcomes

Führen heißt auch fühlen und bedeutet vor allem, dass Empathie eine der Schlüssel Softskills der Zukunft sein wird. Als Führungskraft erkennt man durch Nähe welche Stärken und Bedürfnisse Mitarbeiter haben und kann somit entsprechend dieser deligieren.

To choose the right people to delegate to you have to know your team first. What are the skills and strengths of your team members? Does the task you want to delegate match with your team members abilities and growth potential? Are you aware of their current workload and capacity? Trust is important, but even if you or your team member is new. Try to trust and keep in contact more frequently. Not to control in bad way but to support.

In my experience, effective delegation is about trust and expectations - not just handing off tasks. Here's how I do it: 1) Ask someone to take on a task and explain why it's important (buy-in) 2) Communicate the ideal outcome and deadline (expectations) 3) Give them space and freedom to achieve it their own way (trust) They won't do it exactly how we would, and we shouldn't expect that. BONUS: As the leader, take full responsibility of how the overall project turns out.

Cuando delegamos una tarea, es muy importante que la misma se pueda llevar a cabo en tiempo y forma para que este pasaje de responsabilidades sea exitoso para todas las partes involucradas. Rara vez, una tarea dentro de una empresa depende 100% de una persona. Entonces el líder que delega esa tarea, también es responsable de crear el contexto para que las cosas pasen y que la gestión de la tarea tenga la supervisión pertinente para que se lleve a cabo de la mejor forma.

Un des plus gros problèmes en matière de délégation c’est le contexte et le sens qu’on l’accorde. Votre responsable est sollicité sur des missions beaucoup plus stratégiques et cela nécessite un plein investissement de sa part. Comme un être humain ne peut être sur deux chantiers en même temps, il est nécessaire de se faire aider. Il s’agit d’une aide que vous procure votre collègue : « Je dois bosser sur tel dossier à la demande du patron alors pourras tu te mettre sur telle mission s’il te plaît ? Appelle le client et organise toi avec lui. Comme c’est toi qui fera le bilan ça te permettra de te familiariser avec le dossier et surtout d’avoir un premier contact avec lui. » Vendu comme ça, ça passe « crème ».

Delegation is critical in leadership. But, how often have you felt abandoned by your leader (I know this has happened to me before, so I imagine it has happened you) It's all about support and clear/consistent communications that is needed to ensure successful delegation. Frankly it should not even be about delegation, it should be about teamwork, clarity in communication, open dialogue which includes feedback --- and most of all ensuring alignment. If a team member on my team makes a mistake, we make a mistake together. If a team member on my team is presenting to a leader (guess what I have their back 100%) -- the leader is just as committed to the end result as the person who the work was delegated to. Communication is so key!

Il faut se rendre disponible par moment pour superviser l’avancement de la tâche de façon subtile en demandant : Toi : « Ça de passe comme tu veux avec le dossier X ? » Collègue (délégataire) « Bah c’est pas terrible car je n’arrive pas à trouver l’origine de cet écart ni à comprendre comment traiter ce cas en particulier » Tu peux dans ce cas ci proposer de voir les choses ensemble. En mettant les choses à plat cela permettra d’y voir plus clair. Le recul apporté à travers cette démarche est assez souvent salutaire pour le délégataire.

To maximize productivity, prioritise clear communication and strong support mechanisms. Ensure team members understand their roles and responsibilities by providing transparent instructions and expectations. Offer ongoing guidance and resources to aid in task completion, fostering an environment where questions and feedback are encouraged. Regularly check in on progress to address any challenges and offer assistance as needed. Recognise and appreciate the efforts of those who successfully execute their delegated tasks, reinforcing a culture of collaboration and accountability. By maintaining open lines of communication and providing continuous support, you can optimise productivity and achieve successful outcomes through delegation.

The progress of delegated tasks is essential! Set milestones. Is everything advancing? God! If not, make adjustments. Don’t forget to tell your team if they are doing a good job 👏🏻

Foster Autonomy! 🌱 Support your team without micromanaging by asking empowering questions: What are your learnings so far? What's the real challenge here? What do you need from me? What do you think should be the next steps?

1)Build a great team and foster values. 2) Finding best people and building a relationship of trust and empowering them is a key element. 3) Delegate ,empower,Trust,give a playground for experiment and keep on moving and building together. 4) Create a system in place to have a smooth flow of communication. 5) Do not be a control freak . Keep room for mistakes . 6) Have a feedback mechanism and a listener attitude. 7) Communicate clear goals. Delegation is the Key for a long term building of any organisation

Certainly, there's a need to understand the people on your team and know their strengths. That way, you can identify the tasks they can handle efficiently. Then, you communicate your expectations to them and provide resources and support. Also, regularly check in on them to track and ensure progress.

1. Assess Skills: Identify team members' strengths and weaknesses to delegate tasks effectively. 2. Clear Communication: Clearly communicate expectations, deadlines, and desired outcomes to avoid misunderstandings. 3. Empowerment: Empower team members by giving them autonomy and authority to make decisions within their delegated tasks. 4. Training and Support: Provide necessary training and support to ensure team members have the skills and resources to complete delegated tasks successfully. 5. Feedback Loop: Establish a feedback mechanism to review progress, provide guidance, and address any issues promptly.

In my experience, effective delegation comes down to a clear definition of what success looks like. And by clear I do not mean clear in the mind of the one doing the delegating. We have to ensure that the message has been received as intended and also be clear on the support that you’ll provide if/when it is required.