From YWAMKnowledgeBase

Contents 1 Principles for effective delegation 1.1 1. What you CAN'T delegate 1.2 2. What you SHOULD delegate 1.3 3. Pitfalls to Delegation 1.4 4. Levels of Delegation ~ Make it clear 2 A COACHING MODEL

Principles for effective delegation

1. What you CAN'T delegate

• Your job: Therefore you need a clear Job Descriptions:definition of your job.
• What only you can do.

2. What you SHOULD delegate

• What you can't do.
• What others can do better.
• What is not part of your goals and calling.
• What you are training others to do.

3. Pitfalls to Delegation

• Make sure that the one to whom you are delegating knows he (or she) is responsible to do the job.
• Make sure your instructions are clear and the task well defined.
• Make sure he can do the job, OR, you are willing to let him fail.
• Make sure you have given all the needed authority, as well as the responsibility. (It is still yours too!)
• Try to put what is wanted in the form of a goal, which he can 'own'.
• Establish links for accountability, eg. Meet once a month for evaluation and feedback.

4. Levels of Delegation ~ Make it clear

• Do it - and don't report back.
• Do it - and let me know what you did.
• Let me know what you intend to do, and go ahead and do it unless you hear from me.
• Let me know what you intend to do, but don't go ahead until you hear from me.
• Investigate all the available alternatives, and make a recommendation to me as to what should be done.
• Give me all the information available, and I will make a decision.

A COACHING MODEL

1. Give a ministry challenge to develop potential
2. Meet before the event:
   • to help prepare
   • to arrange for feedback time
3. Attend event to evaluate the person's performance
4. Meet after the event for feedback
5. Give another ministry challenge