In today’s episode of ‘From the eLearning Trenches,’ we asked one of our learners, a young partner in public practice, to identify and consider the key challenges they have with effective delegation.
Learner Reflection
Key Challenges with delegation for me
- Lack of staff at appropriate level – at the moment there are jobs that could be allocated to other staff, but we have recently had a few staff members leave which has left a gap at a certain level. This makes it difficult to delegate jobs that might only be suitable for more experienced staff.
- Fear of writ- offs – This fits in with the lack of appropriate staff in the office at the moment. I do worry about delegating work to staff who might not have as much experience as others who have done specific types of work in the past.
- Sometimes not enough time to thoroughly explain the job and the big picture – This means that the staff member who I have delegated to might not have the full picture of a group that they are working on. I need to improve with taking more time to sit down and explain a job/group in detail.
- Providing feedback – Sometimes I will fix small errors when reviewing staff work. I need to make an effort to give the job back to the staff member so they can learn from the mistake they have made.
Feedback from our experts
Key challenges with effective delegation usually arise from 2 issues (a) lack of confidence in staff engaged to perform delegated tasks and (b) lack of time to effectively brief staff on requirements of the task or job.
These are real challenges and sometimes they cannot be solved in the short term. Every effective leader tries to work with the people around them. It takes time and effort to engage with people in a collaborative way.
Management styles vary significantly and often depend on organisational goals, culture, and the personality of the manager. Here are some of the most prominent management styles along with their strengths and weaknesses:
- Autocratic Style
Strengths:
- Decision-making is quick and efficient because only one person decides.
- Clear lines of authority and responsibility.
- Effective in crisis situations or when absolute compliance is necessary.
Weaknesses:
- Can lead to high levels of staff turnover and absenteeism.
- Suppresses creativity and team initiative.
- Can result in a lack of motivation among employees since they have little input.
- Democratic Style
Strengths:
- Encourages employee involvement in decision-making, which can increase job satisfaction and creativity.
- Employees feel valued and are likely to be more committed to organisational goals.
- Fosters a positive work environment and reduces turnover.
Weaknesses:
- Decision-making processes can be time-consuming.
- Potential for conflicts to arise from diverse viewpoints.
- The need for consensus may lead to compromised decisions.
- Laissez-Faire Style
Strengths:
- Offers high levels of autonomy to employees, which can lead to high motivation and creativity.
- Employees are able to develop leadership skills and self-direction.
- Best suited for teams of highly skilled, experienced, and self-motivated employees.
Weaknesses:
- Can lead to a lack of direction and control if not managed properly.
- Risk of poor performance if team members are not self-starters.
- May result in inconsistencies in productivity and quality.
- Transformational Style
Strengths:
- Inspires employees through effective communication and vision.
- Encourages innovation and change which can lead to enhanced performance.
- Focuses on the development of employees and fostering a positive team environment.
Weaknesses:
- Can be overwhelming if the pace of change is too rapid.
- Relies heavily on the energy and charisma of the leader, which may not be sustainable long-term.
- May overlook operational details in favour of big-picture strategic thinking.
- Transactional Style
Strengths:
- Focuses on clear structures, rewards, and penalties to manage employees.
- Effective in achieving short-term goals and in highly regulated environments.
- Clear metrics for performance evaluation.
Weaknesses:
- Can stifle creativity and inhibit flexibility in employees.
- Might lead to employee dissatisfaction if over-reliance on rewards and penalties.
- Less effective in environments requiring innovation and change.
- Coaching Style
Strengths:
- Focuses on personal development as well as achieving organisational goals.
- Can lead to a highly skilled and competent workforce.
- Encourages a supportive and strong relationship between managers and employees.
Weaknesses:
- Time-consuming, as it requires a lot of one-on-one time with team members.
- May be less effective if clear performance outcomes are needed quickly.
- Relies on the ability of the leader to coach effectively, which may not suit all managers.
Each of these styles can be effective in different contexts and situations. We need to understand that we may resort to a ‘default’ style in situations of stress and anxiety. Effective managers should blend elements from several of these styles depending on the specific knowledge and skills of team members and the tasks at hand.
To what extent to do adapt your management style to the situation at hand?
Key takeaway: Effective leaders need to blend elements from all management styles depending on the specific needs of the team and the tasks at hand.
This assessment task and response is taken from the Path to Partnership eLearning course (assessment task 7.2). Click here to explore this course
Also, take a look at the Team Leadership Masterclass eLearning course.
Discover the pulse of our eLearning community as we unveil daily feedback from enrolled learners. Exciting times ahead as we share this valuable information with the accounting, advisory, and administrative experts in public practice!
