How Awesome of a Delegator Are You?

There is only so much time in a day. You prioritize on the fly. You dedicate time to the things that you must do. You delegate the rest. Right?

Try this. Plan a vacation. Not a long weekend. Not 5 days. Not even 7 days. Go for 14 days. Go for more. Plan a vacation long enough that forces you to identify the tasks to be delegated out during your absence. 

Identify the appropriate staff member(s) to assume responsibility and begin the hand-off a week before you leave so you are available for questions. Set up rules for email messages that can be routed to your junk folder or permanently deleted while you are out. Begin this a week or so before you leave.

Get my drift?

Go to work the week before vacation. What types of things are you doing now that you are not reviewing and recommending approval/disapproval of advanced leave, FMLA or leave without pay requests; reviewing results and adjudicating initial and final background investigations; or compiling information for the director's monthly worker's compensation report and tracking performance monitors?

There are some tasks that have been delegated directly to you and can not be delegated beyond you on a regular basis. Then, there are there others. What would happen if you did not take those back when you returned from vacation? What would happen if you provided staff the tools, training and authority to assume these responsibilities on a regular basis? What if you unsubscribed from the messages and news groups that filled up your junk folder over vacation?

How awesome of a delegator would you be then? More importantly, how much more effective could you be?

Comments

[Rachel - The Employment File]

This is a great point. It can also help with succession planning as well. When you're thinking of your tasks it's important to note which tasks you're the only one that knows how to do and come up with a contingency plan for that task in the case of your sudden absence.