Updated: Sep 18
Delegating responsibilities and projects is not only accomplishing something without you being directly involved. When done correctly, you empower your team to grow and take ownership of their work.
To help you delegate more effectively, I've created a template I wish I had understood years ago.
The key to successful delegation is knowing what to communicate and what not to communicate.
Here's the template:
Explain why we have this project or responsibility and how it fits into the bigger picture.
It's essential to provide aspirational information that feels motivating for you and the person responsible for the work (MP).
2. Expected outcome(s)
Define how you will know that the goal is achieved.
This needs to be measurable or otherwise objectively determined.
For example, you might set a goal to reach 500 SQLs monthly or achieve an NPS of 8.9.
It's crucial that the person responsible for the work accepts these outcomes and confirms or renegotiates them if necessary.
Agree on a budget or how you will determine it and when.
Set a deadline if appropriate.
5. Expected interim outcomes
If the expected outcome is long-term, define how you will measure progress regularly. For example, for a sales executive, you might agree on an outcome of having five exploration meetings per week.
6. Expected outputs
Be cautious because it can go into choosing methods, which is the MP's responsibility. Define it only if you need those outputs for other cross-functional needs. Outputs differ from outcomes; for example, a happy client is an outcome, and a recording of a client feedback meeting is an output.
Agree on a few milestones or checkpoints to see how the person is doing or to align the work with other cross-functional milestones.
8. Influenced by:
Provide information about other projects and activities that might influence this project or responsibility.
Explain how this project or responsibility will influence other things outside the scope of the person responsible for the work.
10. Considerations and Constraints
Identify any cross-functional considerations or constraints that might impact the project or responsibility. However, avoid defining methods for executing the role.
Finally, remember that outcomes are what you achieve, while methods are how you achieve them. When delegating, avoid providing methods and let the MP devise their own ways of achieving the goals.
Instead of spoon-feeding the methods, you can provide the MP personal and professional growth support through professional training or self-development mentoring. You can do it yourself or hire external support.
By following this delegation template, you can empower your team to take ownership and responsibility for their work while ensuring everyone is aligned on the goals, outcomes, and cross-functional considerations involved.
Farhad Niyoz is the CEO of .Cocoon.