“Once it gets off my plate, though, it’s really hard to get back to it. When I delegate something, I would like to forget about it,” Erica complained.
“That’s because you are only thinking about yourself, and even at that, you are still missing something,” I replied.
“But, if I’m not the one responsible for the task, anymore, I just lose focus on it.”
I nodded in agreement. “Just because you lose focus, doesn’t make it right. And you can change your focus.”
“I don’t know. It’s easy to say, hard to do.”
“So, even though the task is gone, how are you going to maintain visibility, so you don’t lose focus?” -TF
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I suppose this is where the action plan comes in?
Ricky,
The Action Plan is one way to document a series of steps, but the problem in this case is not keeping a list or writing things down, it’s keeping that list visible and working it. Personally, I am a great list maker, but not a great list keeper. So, how do we maintain visibility?
The problem is not one of lists and reviews, but of attitude. If Erica really does have the authority to delegate she is by definition delgating something for which she is responsible AND accountable. Delegating to another does not take away responsibility from the one who delegates.
Seems this individual is not a manager either by ability or temprament.
Ed, many people play the role of manager without preparation, background or skill. With this recession, many more will be thrust into that role, whether they like it or not. That’s why we are here. -TF
Tom, are you saying that companies thrust people into managerial roles so that they will fail along with the company?
Dennis,
The move by a company to place a person in a managerial role (without preparation, background or skill) is often a move of desperation, happenchance or naive hope that the person will make it work. It’s like teaching someone to swim by throwing them in the deep end of the pool. Few people drown that way, but it is not a pretty sight.