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Many of you tell me that delegating is not always easy, and you are right. You probably know the benefits of delegating, whether for you or your organization, but there is still something that makes you uncomfortable or uncomfortable delegating. <\/span><\/p>\n<\/div>\n I propose a reflection guided by two fundamental elements to manage the risk of delegating: a relationship of trust and clear expectations. <\/span> You can even reuse these tips and thoughts to validate the understanding of a task that has been delegated to you. You will be all the more successful, one way or the other! <\/p>\n <\/p>\n <\/p>\n<\/div>\n <\/p>\n<\/div>\n 1- A relationship of trust to manage the risk of delegating <\/strong><\/p>\n<\/div>\n To whom will you delegate?<\/span><\/p>\n<\/div>\n Are you the type who regularly says the following type of sentence: “It will be done better\/faster\/more efficient\/etc. if I’m the one who does it!”? If you think you don’t have anyone you can trust completely, it may be the following issues: <\/span><\/p>\n Thoughts<\/strong>:<\/em><\/p>\n What skills are you looking for in your employees and partners?<\/p>\n<\/li>\n Name two qualities\/strengths for each of the people around you and indicate how these people can help you.<\/p>\n<\/li>\n <\/p>\n<\/div>\n Thoughts<\/strong><\/em>:<\/p>\n What are the advantages for you of delegating?<\/span><\/p>\n<\/li>\n <\/p>\n<\/div>\n How will you delegate? <\/span><\/p>\n Delegate both motivating and less inspiring tasks… Find the right balance between pleasant and interesting tasks and those that are not: a motivated employee performs better! <\/p>\n <\/p>\n <\/p>\n<\/div>\n <\/span><\/p>\n<\/div>\n Finding the right balance between control and independence. You don’t want to become a micro, and at the same time acting too detached won’t make you feel more confident. <\/span><\/p>\n<\/div>\n \n Thoughts<\/strong><\/em>: <\/span><\/p>\n<\/div>\n What follow-up agreement can you establish with your collaborator? What does he think? <\/p>\n<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n <\/p>\n<\/div>\n<\/div>\n 2- Clear expectations <\/strong><\/p>\n<\/div>\n <\/p>\n<\/div>\n Here are a few tips to explain what you expect:<\/p>\n Communicate important dates, including the expected delivery date.<\/p>\n<\/li>\n Thoughts<\/strong><\/em>: <\/span><\/p>\n<\/div>\n How will you manage this risk(s)?<\/p>\n<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n To go even further… <\/strong><\/p>\n<\/div>\n<\/div>\n <\/p>\n What are your tips?<\/strong><\/p>\n<\/div>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Many of you tell me that delegating is not always easy, and you are right. You probably know the benefits of delegating, whether for you or your organization, but there is still something that makes you uncomfortable or uncomfortable delegating. I propose a reflection guided by two fundamental elements to manage the risk of delegating: […]<\/p>\n","protected":false},"author":2,"featured_media":22546,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","mc4wp_mailchimp_campaign":[],"footnotes":""},"categories":[270],"tags":[264,263,272,278],"class_list":["post-22544","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-know-how-en","tag-cheer-up","tag-communication-en","tag-management-role","tag-to-delegate"],"yoast_head":"\n
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