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 The focus of these pages is Beavers, the junior section of Scouts Canada. Did you know what the biggest complaint SITs (Scouter in Training) had during a training course? It was not being used enough in their section. They can do openings, closings, run games and crafts. Don't let them just be a body for head count, or a token contributor for planning. Use them during your program. Let them lead. |
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by Dave Morley Occasionally, I'm asked to do a training session on delegation. Before we get into a discussion I like to develop an image to help participants understand what NOT delegating might look like. So what is delegation? Delegation involves the passing of responsibility for the completion of a project (job, task) to other people. It is useful for the following reasons:
How to Delegate
People bring their own unique abilities and interests to any job they are asked to do. And some people bring more abilities, interests and willingness to a job than others. For success of the project, ask someone to do the job who is both capable and able to do it. Even if the job is developmental, and they have never do it before, make sure the candidate is capable of learning and doing it, otherwise the job may be a failure. Don't just tell your delegate what you expect. Remember, their abilities and experiences are different from yours, and they see everything differently from you. What you want may have to be written down, diagrammed, discussed further or taught. Validate that their understanding is the same as yours. If you believe that your delegate can do the job or task, it'll probably happen. Become a cheerleader and a coach, and provide support. This may be one of those self-fulfilling prophecies that if you believe that your delegate will fail, it'll probably turn out that way. While many of the deadlines we have in scouting are centred around statutory holiday or special occasion days such as Valentine's Day or Mother's Day, others are focused on activity days such as a Beaveree or camp. When you are planning a deadline give your delegate enough time to succeed. Perhaps there are other commitment on the part of you delegate. However, you need to know when there will be a result. If your delegate truly senses that you believe in their ability to complete the job, and they know what is expected, they will sincerely try to do their best to deliver. Let your delegate that you will be checking in with him or her. This not only sets a sense of urgency about the delivery date, but also allows you to make any midcourse corrections — should they be needed. You will also need to know from the delegate if they are behind, or there are incidents along the way that might impact the delivery date. The moment you delegated the job it stopped being yours. Remember, you have delegated the task to lighten your load. If you have shared your vision and expectations with the delegate and the delegate understands these, then keep in mind, there is more than one way to get a result. This is called Reverse Delegation. Accept only a finished project. Let your delegate know that you will help if requested, but the job is theirs. Your job is now of a coach, not as a doer. If you do the job they will not get the experience. And as mentioned above, there is more than one way to get a result. Remember a Thank You. A public recognition is important because it not only reinforces the enjoyment of successful completion, but it also sets a benchmark for others to achieve. Last updated: February 22, 2001
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An unsuspecting scouter is overloaded, one item at a time, with a variety camp equipment, balls, and books. With the addition of each item I describe how the item might represent a camp, game, activity, report, or planning — all those things we do in scouting. The scouter's job is to balance everything, and not drop an item. The demonstration makes a good case for delegation.