If you are a Leader, CEO or Business Owner, complete this 12-question Delegation Self Assessment.
The point of this assessment isn’t to pick the “right” answer but the one that is most true for you. That you know the right answer is of very little value. After all, as Stephen R. Covey so aptly put it, “To know and not to do is really not to know.”
For each of the following questions, answer Yes or No regarding the way you usually deal with delegation. Don’t think too long about a question; go with your first reaction.
Scoring is after the questions.
1. I spend more time than I should doing work my employees could do.
2. My employees usually take initiative to solve problems without my direction.
3. My operation functions smoothly when I am absent.
4. I spend more time working on details than I do on planning or supervising.
5. I have bypassed my employees by making decisions that were part of their jobs.
6. If I were incapacitated for an extended period of time, there is someone who could take my place.
7. I know the interests and goals of every person reporting to me.
8. There is usually a big pile of work requiring my action when I return from an absence.
9. I make it a habit to follow up on jobs I delegate.
10. My employees are performing below their capacities.
11. I nearly always give credit for a job well done.
12. Employees refer more work to me than I delegate to them.
SCORING:
Give one point for each “Yes” for numbers 2, 3, 6, 7, 9 and 11, and one point for each “No” for numbers 1, 4, 5, 8, 10 and 12.
Scores 10-12: You follow excellent delegation practices that help the efficiency and morale of your work group. These skills maximize your effectiveness as a leader and help develop the full potential of your subordinates.
Scores 7-9: Your score is average but needs to be improved if you are striving for excellence as a leader. To correct the deficiency, review the questions you missed and take appropriate action steps.
Scores 6 and below: Lack of delegation is reducing your effectiveness as a leader. The overall performance of your work group is lower than it should be either because you are unable or unwilling to relinquish control to others. There are many tools for effective delegation.
As a start, check out the 5 Levels of Delegation below.
When setting up a delegation, be clear and explicit on the level of initiative that the person is allowed to exercise or not allowed to exercise.
When choosing the level, it depends on the person you’re delegating it to and the thing you’re delegating. There might be some things you don’t want messed with, like a company policy. It depends how important it is for there not to be a mistake. But usually, try to avoid Level 1 and Level 2.
