The Delegation Boomerang!

The saying goes, "If you want something done right, do it yourself "...Is this true, however? 

 Have you ever assigned a task to an adjutant only to find it back on your "to-do" list a short while later?

You were under the impression that the assignment was under control, and it seemed like all was in order - however, you see that the subordinate you delegated the task to is having difficulty getting their work done. The deadline is looming, and new work is coming in. To ensure timely delivery and results, you complete the task yourself!   

Congratulations, you just got hit with the Delegation Boomerang!

Ensuring follow-through by team members is a perpetual challenge in a leadership role, and with the "new normal," it can pose an even bigger problem when team members work from home. 

The boomerang effect occurs when managers get blocked by the emotional barrier to giving away responsibility and authority. While they tell the subordinates that they want to assign decision-making power or extraordinary technical work, they want it for themselves and look for ways to take it back. At times the subordinates give it back because they don't want the responsibility, the work, or the risk of accepting blame. Sometimes, it happens because managers and subordinates have conflicting presumptions about what has been delegated, the degree of authority provided, and the level of independent ingenuity expected.

Top three reasons for Boomerang Delegation and how to avoid them. 

· Lack of clarity

· Lack of buying

· Lack of resources

Lack of Clarity –

Often team members who don't understand what they're being tasked with procrastinate in completing a project and don't ask for clarification fearing the label of "incompetence ."Ensuring clear, condensed, and specific instructions is essential, and an understanding of personality styles will aid in providing additional clarity. 

Lack of Buy-In –

People are motivated to work when you appeal to their logic or emotion. Understanding what drives people will help you know whether they are motivated by - reward or penalty. Your team members need to understand the task you assign and why they're doing it, especially when performing a task that is not part of their regular job description or routine.

Lack of Resources –

Sometimes all the proper resources they need to complete the job have not been provided. In every situation, there are four essential resources that, as a good leader, you must provide your team members with People, Time, Knowledge, and Money. When assigning tasks, ensure that you are not giving one person a job meant for two. If you are short on the workforce, make sure you make up for the lack of staff by providing sufficient time for job completion. It is also crucial to delegate the appropriate tasks to the right people and provide them with either training or tools to assist them. Last but not least, you need to budget correctly for the project expecting any variances that might need to be addressed.

How do you make delegated tasks stay where you put them?

1. Self Awareness: Try to be aware of your feelings about delegation. If you are unsure about it, consider why and whether you can reliably delegate this task.

2. Don't catch the boom­erang. When someone offers you a status report, rather than telling them what to do, ask them what they plan to do. When they offer recommendations, thank them for the update and ask them what they intend to do, and resist the temptation to micromanage.

3. Explain the level of ingenuity you expect when delegating a task. Explain whether you are delegating authority or just a task. Enquire as to whether the person is comfortable accepting this degree of delegation. Ensure that you both agree on expectations.

4. Repeat Repeat Repeat. When someone tries to give you back a task, reiterate the level of initiative you described at the outset. Remind the person of your initial agreement.

With a bit of self-awareness and discipline, you can make delegation work. 

Harnessing the talent of an Internationally Certified Coach such as myself can help you avoid the Delegation Boomerang trap! Reach out to me!