I started thinking and looking for some more blog posts on delegation and I came to some conclusions which I would like to share here with you.

Delegation is a two-way street, says Richard Lannon. Yes, this is an important thing that we shouldn’t forget. And when we assign a task to someone and we hold them responsible for it we have to have in mind our reasons to delegate and their reasons to accept it.

What are the issues from our perspective? There are two major questions we must ask ourselves: Why to delegate? and What to delegate?

The most common reason we refrain from delegating is our streak of perfectionism – we think we can do it better or faster than the others or we just don’t trust them. Krishna Kumar has a great post on the reasons of our distrust towards our team and how can we overwhelm them. Penelope Trunk says that our ability to do things perfectly isn’t as highly valued as we think it is. In fact, perfectionism isn’t valuable in 80 percent of the work we do and it is so unhealthy that it’s a risk factor for depression. We have to learn to let go. We can’t control everything so we must trust the people in our team.

Another common mistake is to outsource the most unpleasant and dirty work to the others. Penelope Trunk says that if you don’t do any of the crap work, your team will think you do nothing and you won’t be accepted as a part of the team. You must keep for youself only those tasks that are your specialty and to delegate all the other tasks to the people who can do them best.

On the other hand, you should put yourself in your team members’ shoes. They always ask themselves “What’s in it for me?”. Penelope says:

“Important work” means that it helps someone meet their own goals. So you should delegate to people not based on what is important to you, but what is important to them.

And more:

Your job is to help make people stars. Management is essentially an act of constant giving and constant patience. It entails giving people a little attention all the time instead of giving them lots of attention only when they mess up. In fact, if you’re managing people effectively they don’t mess up, because you play to their strengths and teach them how to move around their weaknesses.

People want to grow. and the most effective way of learning is by doing things. When you delegate your team members tasks, when you hold them responsible for those tasks fulfillment, they will learn a lot even if they make some mistakes.

The number-one factor in job happiness for young people is training. If they think they’re learning a lot on the job, they’ll like the job. You need to constantly coach these employees and teach them new skills and ideas. If you don’t, you won’t be able to lead them.

Perfectly said. Now that’s what is most important in delegation.

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You may also find these posts interesting:

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Do you want to be a good boss? Can you rely on your team absolutely? Do you want to be a true leader? To feel like a general who can lead his soldiers through fire and brimstone to the ultimate victory?

Well, you just have to follow these advises that Pawel Brodzinski called 15 Ways to Be a Good Boss. I would call them The 15 Commandments of the True Leader. Here they are, published with the author’s kind permission:

1. Give credit to your team whenever they’ve earned it. Publicly.

2. Don’t be too fast with criticism. Wait until you calm down.

3. Don’t wait with feedback to next performance review. That would be too late.

4. Be team’s advocate in front of your supervisors. And vice versa.

5. Let people find consensus instead of telling them what to do. Whenever possible.

6. Enter when you see a conflict. Be fair no matter who is engaged.

7. Be open, honest and straightforward. More often.

8. Listen to the team. They have good ideas.

9. Let people be accountable. Whenever they can.

10. Don’t be afraid to make bold decisions. They pay off.

11. Make though decisions when you believe they’re right. They’ll backfire when not made.

12. Don’t panic in any situation. People count on you.

13. Take the responsibility for the team’s work. Their mistakes are yours.

14. Find the time for your people. Whenever they need it.

15. Cultivate teamwork and team chemistry. Individuals and their interests can destroy both.

You may also find these posts interesting:

• The Most Important Rules of Delegation
• The Recommended Weekly Readings (2007-08-18). Project Management
• The 20 Qualities of the Inspirational Leader

One of the richest and most valuable resources in the subject of Project Management is GanttHead. I highly recommend you to become members of this site and to subscribe to their newsletter. In relation to my recent posts about leadership (How a PM Can Become a Real Leader and The 20 Qualities of the Inspirational Leader) I found Andy Jordan’s article Project Manager vs. Project Leader where he argues that no matter how qualified in the area of task management a PM is they must have leadership skills. “PMs have a responsibility to manage their teams – even in a matrix organization – and that means being a leader”. Later on he describes the different sides of the leadership, the easy and the hard parts of being a project leader.

Another great article you can find on GanttHead is Tom L. Barnett’s Leadership-Powered Project Management. He says that all the leaders we know from history, no matter whether they were political, military, or business leaders, no matter their different styles, they all shared some similar leadership qualities. Mentioning Washington and Lincoln, Gates and Welch, Churchill and Eisenhower, Tom Barnett gives us the similar traits that are common among the great leaders. The traits that will set us apart as leaders and distinguish us from everyone else.

Although leadership skills are necessary quality for every project manager, there are techniques of the craft which are a mandatory part of the PM’s skillset. The PM Hut blog published recently Thomas Cutting’s post How to Really Fix a Failing Project where he focuses on the most important things a project manager should do when his or her project is in trouble. If you can stay calm and follow his advices there is a great chance you will get your project back on track.

PM Hut is a great source of useful information for the project managers. It is some kind of aggregator where they publish articles from many experienced and interestingly writing bloggers in the field of project management (including me, too ).

Writing the project documents is probably the most hated obligation of the project manager. I know a lot of PMs who don’t understand very well the purpose of each document and this is the main reason for their frustration when it comes to writing it. PM Hut has published an article by Sam Elbeik to help in this matter. While his article is pompously entitled The Secret of Successful Project Management it is a simple and understandable explanation of the purpose and the value of the key project documents like the Project Charter, the Plan, and the Progress Report.

At the end I am giving you a very serious article by the PM guru Tom Mochal in the TechRepublic’s PM blog devoted to one of the first things that happen in a project – the kickoff meeting. Why it is important and how you should conduct it – read it here (note: it may require a free registration!)

P.S. This series is inspired by Liz Strauss’ post on thematic link posts, which is a follow-up to Joanna Young’s post on the same subject. Many thanks to both of them for the idea!

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• Krishna Kumar Did An Interview With Me On Software Development
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• The 15 Commandments of the True Leader

1. Strong communication – storytelling and listening
2. Passion for learning and intense curiosity
3. Focus on developing people
4. Having fun and being very energized
   
5. Strong self-belief, coupled with humanity and humility
6. Committed to making a significant difference
7. Clarity of vision and ability to share it with others
8. Dogged determination and often relentlessness
9. Strong focus on priorities
10. Not afraid to show some vulnerability
11. Regular use of reflective periods to think and learn
12. Real passion and pride in what they do
13. Confidence and trust in their teams, giving them real empowerment
14. Respect for all (team members, temps, customers, suppliers and directors alike)
15. Clear standards of ethics and integrity; openness and honesty
16. Ability to drive, inspire and embrace change and continuous improvement
17. Positive attitude at all times and an innate ability to be diplomatic in any circumstances
18. Lateral thinking and ability to find innovative ideas and solutions to problems
19. Ability to inspire and motivate others
20. Willingness to take (calculated) risks

I find this list quite comprehensive. I marked the ones I find most important for me in blue. I find them the most important probably because I still need to improve these qualities in me. How about you? Do you agree with all the points? What are the most important ones for you? Do you have all these qualities?

You may also find these posts interesting:

• How Can a PM Become a Real Leader?
• The 3 Most Important Qualities of a Project Manager
• Software Project Management Again
• The Most Important Rules of Delegation
• How Did You Become a Project Manager – Survey Results