Delegation and Empowerment

Delegation is a developmental process for both the delegator and the delegatee. It's built upon a two-way relationship. The style and substance will differ depending on the chaining capabilities, commitment and need of both individuals - as well as specific circumstances.

Capability: knowledge and skills. Can be gained by training, experience and education. Can be developed with appropriate direction and support. It's not something that you are born with - it is something that you learn. Example: Everyone can learn how to deliver on their accountabilities and objectives.

Commitment: A combination of confidence and interest/enthusiasm for doing something well. It can't be taught, but it can be ignited (understand their motivation, recognition and reward)

Low Capacity, High Commitment (new hire)
Low Capacity, Low Commitment (re-org)
Moderate to High Capability and Variable Commitment (long time)
High Capability, High Commitment


Help Others Be Successful: Check in Questions
Tell me what is going well?
What are you learning about yourself?
What are the challenges and how will you overcome them?
What should we change?
Can I throw an observation your way? I have a sense that maybe ... is there anything to that?
How are you progressing?
What's causing this?
What support can I give you?
I don't have the answer to ... let's figure this out together.


Assess: Prepare before delegation discussion

Clearly define the work to be delegates and why it's important.
How will success be measured?
What capability is required? What commitment is required?
What resources, support, training does delegator need to provide?
Timelines, is it sufficient? aggressive?
Who has the capability now?
What current strengths can they leverage?
What new things will they learn/develop?


Responsibility: Jointly discuss, gain clarity and mutually agree on responsibilities

How much decision making authority does delegated have?
What and when would there be escalation?
How will delegator support, monitor? How often?
How will we communicate progress? How often?
How will delegator support, recognize, and reward?

Action Plan and Execution: Driven by delegates

What is the work?
When will it be completed? Is the date firm?
How will you do it?
How will you measure success?
Additional information and resources
Check in, listen, support. Go back to Assess as required.


Debrief: After work completed

What were the outcomes?
What did we learn?