How to Delegate Effectively as Your Responsibility Grows
Editorial note: I originally published this on the Hit Subscribe blog.
I’m gearing up, like some kind of power washer, to spray new productized services into our operations group so they can SOP those services at scale. And because I’m doing that, this seemed like a good moment to draw on my experience, both in leadership roles and as a management consultant, and lay out a blueprint for internal delegation.
I debated musing about this over on DaedTech, especially since programmers uniquely struggle when asked to delegate (for reasons I’ll get into in a bit). But then I figured you marketers out there reading likely also have challenges when flipping from individual contributor (IC) to team leader in a growing organization. So whether you’d have offered a penny or not, here are my thoughts on delegation.
Delegation as a Function of Org Chart
Let me start by explaining how successful delegators at each level of the org chart delegate to their direct reports, in broad strokes.
- Executives: “You are accountable for this organizational goal. Your deliverable to me is a plan and overseeing execution of that plan.”
- Middle Management: “You are accountable for successfully executing this plan. Your deliverable to me is judgement-based execution of the plan in a fluid environment.”
- Supervisors: “You are accountable for these KPIs. Your deliverable to me is executing the tasks that generate the KPIs.”
Now, let’s look at how ICs (and unsuccessful supervisors) tend to delegate.
- ICs: “You are accountable for nothing. Your deliverable to me is an execution of tasks to my exact specification.”
At the risk of restating the obvious, let’s pause here and observe something. Successful delegation involves both tasks and accountability. Unsuccessful delegation cedes only tasks and retains a vice grip on all accountability.
I don’t pay you to think!