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Questions That Get Results: Innovative Ideas Managers Can Use to Improve Their Teams' Performance by Patrick Connor, Paul Cherry

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Chapter 3. Questions That Delegate

What does it mean to delegate? So many people misunderstand this word and underestimate how complex the delegation process can be. Delegating is not about giving another person a job to do that you do not want. It is our belief that delegating is empowering others to grow, professionally or personally, while utilizing the company's resources effectively. Delegating also involves leveraging the talents and intelligence of those who work for you, while sharing the load and letting go of some of the day-to-day problems that you normally encounter. Finally, it is cultivating the gifts of those subordinate to you so that they are ready to take over your job when you get promoted.

For many managers, the advice to "let go" and delegate some of their responsibilities to their employees is a major challenge, one that is very difficult to meet, for often it represents a paradigm shift from their past behaviors. People in positions of authority generally get to the top by taking control and getting things done. The idea that they should now step back and let someone else take over areas of responsibility can be uncomfortable, frightening, and even feel a little dangerous—like an unnecessary risk. The problem is that many managers are already doing too much, and if they are successful in expanding their department or business, their responsibilities will only increase further. If a manager is unwilling or unable to delegate, inevitably problems will mount over ...

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