1. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 1
Delegation and Empowerment
“Discover Ways to Achieve More”
By: Sayed Eltaweel
O U T L I N E S:
 Delegation
Factors affect Delegations
What to Delegate
To Whom to Delegate
How to Delegate
Advantages for Delegation
 Empowerment
Empowerment definition
Guidelines for how to empower employees.
By: Sayed Eltaweel

2. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 2
Objectives:
By the end of the Course , participants should be able to :
By: Sayed Eltaweel
 Identify what is meant by Delegation
 Identify the Factors affect Delegations
 Identify Advantages for Delegation
 Identify what is meant by Empowerment
 Empower employees.
Delegation
By: Sayed Eltaweel

3. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 3
Quotes:
“The best executive is the one who has sense enough to
pick good men to do what he wants done, and self-
restraint enough to keep from meddling with them while
they do it.” Theodore Roosevelt
“No person will make a great business who wants to do it
all himself or get all the credit.” Andrew Carnegie
“The inability to delegate is one of the biggest problems I
see with managers at all levels. “ Eli Broad
By: Sayed Eltaweel
Delegation
 Assignment of new responsibilities
(and authority to carry out tasking)
Not just telling people what to do
By: Sayed Eltaweel

4. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 4
“Delegation is defined as the transfer of
responsibility for the performance of an
activity from one individual to another while
retaining accountability for the outcome.”
Delegation
By: Sayed Eltaweel
 Time – Do you have enough time to delegate? It takes money
to make money, and it also takes time to save time. You must be
able to give sufficient instruction and support as necessary. And
you also need to give yourself enough time to make corrections
if needed.
 Availability – You must have people with the necessary skills
and expertise to complete the job successfully.
 Criticality – Is the work critical to the success of the project
or the organization?
 Confidentiality- Confidential information or sensitive
customer relationships are not typically delegation material.
Factors affect Delegations
By: Sayed Eltaweel

5. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 5
What to Delegate
 Tasks better done by subordinate
 Urgent, not high priority tasks
 Tasks relevant to a subordinate’s career
 Tasks of appropriate difficulty
 Both pleasant and unpleasant tasks
 Tasks not central to the manager’s role
By: Sayed Eltaweel
 Organizational structure –
 From within your team.
 From outside your team.
 Staff buy-in (WIIFM)– Consider how committed you need
your staff to be. Gaining their cooperation and support in the
delegating decision can be critical to success. They'll feel more
involved and more committed to the results
 Individual vs team – Some tasks can be easily completed by
one person. But when you delegate bigger pieces of work, think
about how many people should be involved and what skills you
need.
To Whom to Delegate
Think about these issues when deciding to whom you should delegate:
By: Sayed Eltaweel

6. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 6
A. Clarify your expectations
 what you need to be accomplished.
 why it's important.
B. Establish checkpoints –
 Plan how you're going to ensure the work is
being completed according to plan.
 Manage the risk of mistakes occurring by being
proactive and staying in the loop at key points
within the project.
How to Delegate
key things to consider:
A positive outcome depends on how you actually hand over the task.
By: Sayed Eltaweel
C. Delegate the results, not the process– Focus on the end
result and allow him or her to determine how best to achieve it.
D. Define your role
 Explain how much support you'll provide.
 Let the person know whether to wait for your instructions or
make independent recommendations and decisions.
E. Talk about consequences – If you allow people to have
authorityover their work, inform them of the consequences of both
successful and unsuccessfulresults. What rewards can they expect
if they do a great job? What will happen if they don't achieve the
expected results
How to Delegate- cont
key things to consider:
By: Sayed Eltaweel

7. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 7
Introduce the taskIntroduce the task
Demonstrate clearly what needs to
be done
Demonstrate clearly what needs to
be done
Ensure understandingEnsure understanding
Allocate authority, information and
resources
Allocate authority, information and
resources
Let goLet go
Support and monitorSupport and monitor
Getting
things
done
By: Sayed Eltaweel

8. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 8
 Improved Decision Quality
 Enhanced subordinate commitment
 Time management
 Less Stress
 Achieve More
 Job enrichment
 Development of subordinates
 Creates learning opportunities
 Identify potential leaders
Advantages for Delegation:
By: Sayed Eltaweel
Why We Fail to Delegate
 Need for power/control
 Insecurity
Fear of subordinate failure (Trust)
Loss of control/Being in charge
 Situational constraints
Time
Confidential information
 Manager has expertise, self-
confidence, and desire to maintain
high quality
By: Sayed Eltaweel

9. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 9
Empowerment
By: Sayed Eltaweel
A management practice of sharing information,
rewards, and power with employees so that they
can take initiative and make decisions to solve
problems and improve service and performance.
Empowerment
By: Sayed Eltaweel

10. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 10
Guidelines for how
to empower employees.
By: Sayed Eltaweel
 Show respect.
 Be accountable
 Listen.
 Show sincerity.
 Be a good example.
 Avoid taking credit for team
accomplishments.
 Communicate.
 Focus on having a positive, winning attitude.
1. Adopt the traits of a good leader who
promotes employee empowerment.
By: Sayed Eltaweel

11. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 11
 Employees will know exactly what is expected
of them
2. Assign tasks clearly and
concisely.
By: Sayed Eltaweel
 verbally congratulate employees on a job well
done
 Braise
 Say thank you
3. Acknowledge employee
achievements.
By: Sayed Eltaweel

12. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 12
 let them know their opinions are valuable to you.
 Adopting an open door policy lets employees
know you care about them
 Any employee who feels involved is an employee
who is empowered.
4. Open your door to employees.
By: Sayed Eltaweel
 Become BRILLIANT at coaching employees to be
all they can be in the role they have,
5. Become BRILLIANT at coaching
By: Sayed Eltaweel

13. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 13
 Provide a means for employees to get whatever
training is necessary to their optimal
performance.
 Career development seminars and courses.
6. Promote employee education.
By: Sayed Eltaweel
 Allow them more freedom in defining the
methods by which they will accomplish those
tasks.
 Telecommuting.
 Flexible times
7. Give up some of your power in
favor of employee autonomy.
By: Sayed Eltaweel

14. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 14
 Asking them how you could best aid their
empowerment.
 Put out a suggestions box and ask for opinions
at meetings and one to one.
 Take well-intentioned suggestions into
consideration.
8. Invite feedback from your
employees.
By: Sayed Eltaweel
 Stand 'shoulder to shoulder' with them
assisting them with the task,
 At times you might need to 'take the lead' and
take over the task for a while as you coach them
along the way.
9. Be willing to do what you
ask them to do.
By: Sayed Eltaweel

15. Delegation and Empowerment 3/21/2014
By: Sayed Eltaweel 15
THE END
By: Sayed Eltaweel