Про делегирование полномочий

Когда я совсем зашивалась на работе, коллеги (и по совместительству друзья) говорили мне: передай часть обязанностей кому-то другому! И, в принципе, они были правы, ведь это очень логично – если ты не успеваешь справляться с работой, делегируй ее другим людям, которые заняты меньше (такие есть в коллективе). Но с этим менеджерским навыком у меня наибольшие проблемы.

  • Изначально на предложение делегировать я отвечаю “Но мне же потом придется все переделывать!” И действительно, качество выполнения такой работы зачастую страдает. Я нахожу этому три причины: я недостаточно хорошо объяснила задачу, люди не обладают необходимыми знаниями-навыками для выполнения такой работы, и люди делают работу спустя рукава. Наверное, в разных случаях срабатывают разные комбинации этих причин. Возможно, если давать качественную обратную связь и просить переделывать (и отслеживать, где возникает больше всего проблем – наверное, именно там я плохо сформулировала, что требуется от человека), качество улучшится.
  • Наверное, я не хочу делегировать еще и из-за своих внутренних комплексов – мне кажется, что лучше меня никто не сделает, мне нравится быть незаменимой и все умеющей-успевающей.
  • Иногда делегировать – это самый простой путь, и, по сути, это зарывание головы в песок. Ведь на самом деле я не всегда эффективно расходую свое время. Даже если не учитывать различные отвлечения (вроде форума, блога, и т.п.), работать-то ведь тоже можно по-разному и с разной степенью продуктивности.
  • Делегирование для меня – еще и дополнительное напряжение, т.к. мне нужно пинать людей, напоминая им о задании (ну что поделаешь, суровая реальность), контролировать процесс и результат, давать максимально корректную и продуктивную обратную связь, и все это ради непонятно какого итога, который не факт, что вообще будет. В общем, столько внутренних сил на это уходит, что действительно проще сделать все самой.

С другой стороны, я осознаю, что сама я все не потяну, да и ненужно это. Осталось теперь честно проанализировать, на что уходит время, как я бы хотела его тратить, и как ликвидировать разрыв между этими двумя состояниями – в том числе и с помощью делегирования. Т.е. первоначальная цель все-таки – не просто делегировать полномочия, а понять, что лучше всего для меня и что способствует достижению моих целей. А потом уже искать инструменты для этого, и вот одним из таких инструментов может стать делегирование.

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