Succeeding Through Others

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to what many people can accomplish. By involving other people through effective delegation, we have the potential to get more things accomplished in our area of control. In addition, we are likely to get new ideas and approaches to solve problems by involving others.
Second, delegation frees up our time to get the most important things accomplished. Many of the tasks that supervisors and managers do can be completed by their employees. By delegating routine and ongoing tasks, managers will have more time for more critical tasks, for leadership activities, and for innovation and problem prevention.
Third, delegation develops our employees. So many times we do not delegate tasks because we feel our employees are not capable of doing the task. And, until we delegate the task to them and develop their skills, knowledge, and competence, we will continue to feel our employees lack the capability. Delegation is a critical employee development tool.
Fourth, delegation helps to ...

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worker and, at the same time, sets up a supervisor for failure. Dr. Lawrence J. Peter and Raymond Hull developed the Peter Principle to describe this process. Peter and Hull extended this principle even further to state that people rise to their own level of incompetence if they are not willing to learn new skills to fit the new job. The chart below is adapted from Louis Allen’s Theory of Operating Priorty. This chart graphically shows how the need for managing and supervising skills increases as you move up in an organization.
As we rise further up the ladder in organizations, our responsibilities change from less emphasis on the operational “doing” tasks and more emphasis on the ...

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