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Delegation & Supervision

Delegation & Supervision

by Brian Tracy 2013 104 pages
4.11
500+ ratings
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Key Takeaways

1. Delegation is Essential for Managerial Success

"Delegation allows you to expand your work scope from what you can do to what you can control or manage."

Delegation unlocks potential. It enables managers to focus on high-value tasks while empowering team members to grow and contribute more. By delegating effectively, managers can increase the quality and quantity of their results, develop their staff's capabilities, and achieve greater organizational success.

Benefits of delegation:

  • Increases overall productivity
  • Develops employees' skills and confidence
  • Allows managers to focus on strategic tasks
  • Improves team morale and engagement
  • Facilitates better time management

Effective delegation is a learnable skill that improves with practice. Managers who master delegation can multiply their impact and advance their careers more rapidly.

2. Overcome Myths Blocking Effective Delegation

"There is always enough time to delegate effectively."

Common delegation myths hinder progress. Many managers resist delegating due to misconceptions about time, competence, and control. Recognizing and challenging these myths is crucial for developing effective delegation skills.

Key myths to overcome:

  • Not enough time to delegate
  • Staff isn't competent enough
  • Only you can do it right
  • Delegation makes you look weak
  • You should do what you're good at

By confronting these myths, managers can embrace delegation as a tool for growth and efficiency. Remember, taking the time to delegate well is an investment that pays off in increased productivity and team development.

3. Define Key Result Areas and Set Clear Standards

"What gets measured gets done."

Clarity drives performance. Identifying key result areas (KRAs) and setting clear standards of excellence are fundamental to effective delegation and management. This approach ensures everyone understands what's expected and how success is measured.

Steps to implement:

  1. Define 5-7 key result areas for each role
  2. Set specific, measurable standards for each KRA
  3. Communicate expectations clearly to team members
  4. Regularly review and update KRAs and standards

By focusing on results rather than activities, managers can better evaluate performance and guide their teams towards achieving organizational goals. This clarity also empowers employees to take ownership of their work and strive for excellence.

4. Practice Management by Objectives (MBO)

"The more that the employee can discuss the job with the manager, the more committed the employee will be to completing the job when he finally begins."

MBO fosters commitment and clarity. This approach involves collaboratively setting objectives and developing action plans with employees. It's particularly effective for delegating to competent staff members over extended periods.

Key elements of MBO:

  • Joint goal-setting between manager and employee
  • Clear, measurable objectives with deadlines
  • Regular progress reviews and feedback
  • Flexibility to adjust goals as needed

MBO enhances employee engagement, aligns individual efforts with organizational goals, and provides a framework for effective delegation. It also builds trust and promotes a sense of ownership among team members.

5. Adopt the Three Qualities of the Best Bosses

"I always felt that my boss cared about me as a person, as well as an employee."

Great bosses balance care and clarity. The best managers exhibit three key qualities: consideration, clarity in task assignment, and giving freedom to employees. These qualities create a positive work environment and facilitate effective delegation.

The three qualities in action:

  1. Consideration: Show genuine interest in employees' lives and well-being
  2. Clarity: Provide clear instructions and expectations for tasks
  3. Freedom: Allow autonomy in how work is accomplished

By embodying these qualities, managers can build strong relationships with their team, ensure clear communication, and foster a sense of trust and responsibility. This approach leads to higher job satisfaction, increased productivity, and more effective delegation.

6. Master the Seven Keys to Effective Delegation

"Delegate the whole task."

Effective delegation is a multi-step process. By following seven key principles, managers can ensure successful delegation that empowers employees and achieves desired results.

The seven keys to effective delegation:

  1. Match the person to the job
  2. Delegate gradually to build confidence
  3. Delegate the whole task for full responsibility
  4. Delegate for specific results
  5. Encourage participation and discussion
  6. Delegate authority with responsibility
  7. Leave the person alone to complete the task

Mastering these keys allows managers to delegate with confidence, develop their team's skills, and maintain focus on high-priority tasks. It's a crucial skill for maximizing productivity and fostering a culture of trust and accountability.

7. Motivate Staff Through Feedback and Recognition

"Feedback is the breakfast of champions!"

Regular feedback fuels motivation. Providing consistent, constructive feedback and recognition is crucial for maintaining employee engagement and improving performance. It helps staff members understand their progress and feel valued for their contributions.

Effective feedback strategies:

  • Give immediate, specific praise for good work
  • Provide neutral, fact-based feedback on areas for improvement
  • Use the "catch them doing something right" approach
  • Implement regular one-on-one check-ins
  • Celebrate team and individual achievements publicly

By creating a culture of continuous feedback and recognition, managers can boost morale, increase productivity, and foster a positive work environment. This approach also supports effective delegation by ensuring clear communication and alignment on expectations.

8. Adapt Leadership Style to Personality Types

"Everybody's different."

Flexibility in leadership style is key. Understanding and adapting to different personality types enables managers to communicate more effectively and delegate tasks in ways that play to each team member's strengths.

Four main personality types (DISC model):

  1. Director (D): Task-oriented, results-focused
  2. Influencer (I): People-oriented, enthusiastic
  3. Steady (S): Relationship-focused, supportive
  4. Conscientious (C): Detail-oriented, analytical

Tailoring your approach:

  • Directors: Be direct, focus on results
  • Influencers: Be social, emphasize big picture
  • Steady: Be patient, provide support
  • Conscientious: Be precise, give details

By recognizing and adapting to these personality types, managers can improve communication, increase delegation effectiveness, and create a more harmonious and productive work environment.

9. Avoid Reverse Delegation to Maintain Productivity

"Whoever is responsible for the next step in any task owns the task."

Preventing reverse delegation maintains accountability. Reverse delegation occurs when employees try to shift responsibility back to the manager, often unintentionally. Recognizing and addressing this issue is crucial for maintaining productivity and developing employee problem-solving skills.

Common reverse delegation scenarios:

  • Asking for information they should find themselves
  • Seeking solutions to problems they should solve
  • Requesting help with difficult tasks
  • Involving the manager in interpersonal conflicts

Strategies to avoid reverse delegation:

  1. Encourage employees to find information independently
  2. Guide them to develop their own solutions
  3. Provide support without taking over the task
  4. Empower staff to resolve interpersonal issues

By avoiding reverse delegation, managers can maintain focus on their priorities, develop their team's capabilities, and ensure that delegated tasks are completed efficiently.

Last updated:

FAQ

What's "Delegation & Supervision" by Brian Tracy about?

  • Core Focus: The book is centered on the essential management skills of delegation and supervision, which are crucial for effective leadership and achieving business success.
  • Management Definition: It defines management as "getting results through others," emphasizing the importance of delegating tasks, duties, and responsibilities to staff.
  • Skill Development: Brian Tracy provides a comprehensive guide to developing the skill set necessary for effective delegation, which is learnable and can be practiced to become a habit.
  • Benefits of Delegation: The book outlines how delegation can expand a manager's work scope, increase results, and enhance the capabilities of team members.

Why should I read "Delegation & Supervision" by Brian Tracy?

  • Career Advancement: Understanding and mastering delegation is crucial for career growth and achieving executive potential.
  • Efficiency and Productivity: The book offers strategies to increase both personal and team productivity by focusing on high-value tasks.
  • Skill Enhancement: It provides practical techniques to improve management skills, making it a valuable resource for both new and experienced managers.
  • Proven Methods: The strategies discussed are time-tested and have been proven effective in various business environments.

What are the key takeaways of "Delegation & Supervision" by Brian Tracy?

  • Delegation is Essential: Effective delegation is crucial for maximizing managerial potential and achieving business goals.
  • Overcoming Myths: The book addresses common myths that hinder effective delegation, such as the belief that only the manager can do the job right.
  • Setting Standards: Establishing clear standards of excellent performance is vital for motivating staff and achieving high-quality results.
  • Management by Objectives: This technique involves setting clear, measurable goals with employees to enhance commitment and performance.

How does Brian Tracy define effective delegation in "Delegation & Supervision"?

  • Matching Skills to Tasks: Effective delegation involves assigning tasks to individuals whose skills and abilities match the job requirements.
  • Clear Communication: It requires clear communication of the expected results, standards, and deadlines to ensure understanding and accountability.
  • Authority and Responsibility: Delegation should include granting the necessary authority to make decisions and access resources needed for task completion.
  • Monitoring and Feedback: Regular monitoring and feedback are essential to ensure tasks are on track and to provide support as needed.

What are the best quotes from "Delegation & Supervision" by Brian Tracy and what do they mean?

  • "Management has been defined as 'getting results through others.'": This quote emphasizes the core principle of management, which is to achieve goals by effectively utilizing team members' skills.
  • "Delegation is not abdication.": It highlights the importance of maintaining accountability and oversight even when tasks are delegated.
  • "What gets measured gets done.": This underscores the significance of setting measurable standards to ensure tasks are completed to expectations.
  • "Feedback is the breakfast of champions!": It stresses the importance of regular feedback in motivating and guiding employees towards success.

What myths about delegation does Brian Tracy challenge in "Delegation & Supervision"?

  • Time Constraints: The myth that there isn't enough time to delegate is debunked by emphasizing that proper delegation saves time in the long run.
  • Competence Doubts: Tracy challenges the belief that staff are not competent enough, advocating for testing and developing their capabilities through delegation.
  • Perfectionism: The idea that only the manager can do the job right is countered by encouraging trust in team members' abilities.
  • Perception of Control: The fear that delegating will make a manager seem out of touch is addressed by showing how effective delegation actually enhances control and results.

How does "Delegation & Supervision" by Brian Tracy suggest setting standards of excellent performance?

  • Clear and Measurable: Standards should be specific, measurable, and clearly communicated to ensure everyone understands what is expected.
  • Motivational Impact: High standards motivate employees by providing clear goals to strive for and a sense of accomplishment when achieved.
  • Regular Comparison: Performance should be regularly compared against these standards to identify areas for improvement and recognize achievements.
  • Continuous Improvement: The book advocates for a culture of continuous improvement, where standards are regularly reviewed and updated.

What is the "Factory Model of Management" in "Delegation & Supervision" by Brian Tracy?

  • Inputs and Outputs: This model views each person or work unit as a factory with inputs (resources) and outputs (results), focusing on productivity.
  • Results-Oriented: It emphasizes the importance of focusing on results rather than activities, ensuring that efforts lead to tangible outcomes.
  • Managerial Leverage: The model encourages using leverage to multiply outputs, such as through effective delegation and resource management.
  • Clarity and Focus: Managers are advised to keep their teams focused on key results areas to maximize efficiency and effectiveness.

How does "Management by Objectives" work according to "Delegation & Supervision" by Brian Tracy?

  • Goal Setting: Managers and employees collaboratively set clear, measurable objectives for a specific time period.
  • Active Participation: The process involves active discussion and agreement on goals, fostering commitment and ownership.
  • Regular Evaluation: Progress is regularly evaluated against the set objectives to ensure alignment and make necessary adjustments.
  • Empowerment: Employees are given the freedom and resources to achieve their objectives, enhancing motivation and performance.

What are the "Three Qualities of the Best Bosses" according to "Delegation & Supervision" by Brian Tracy?

  • Consideration: The best bosses show genuine care for their employees as individuals, fostering a supportive work environment.
  • Clarity: They provide clear instructions and expectations, ensuring employees understand their roles and responsibilities.
  • Freedom: Top bosses give employees the freedom to complete tasks in their own way, promoting autonomy and innovation.

How does "Delegation & Supervision" by Brian Tracy address "Reverse Delegation"?

  • Definition: Reverse delegation occurs when employees try to pass their responsibilities back to the manager.
  • Avoidance Strategies: Managers should resist taking back tasks by encouraging employees to find solutions and take ownership.
  • Empowerment: By empowering employees to handle their own tasks, managers can prevent reverse delegation and promote growth.
  • Problem-Solving Skills: Encouraging employees to solve their own problems helps develop their skills and confidence.

What are the "Five Keys to Managerial Effectiveness" in "Delegation & Supervision" by Brian Tracy?

  • Responsibility and Accountability: Managers should accept full responsibility for their team's performance and outcomes.
  • Employee Development: Viewing staff as valuable assets, managers should focus on developing their skills and potential.
  • Friendship Factor: Building trust and likability with employees enhances cooperation and productivity.
  • Golden Rule: Treat employees as you would like to be treated, fostering a positive and respectful work environment.
  • Human Resources Value: Recognizing the value of human resources is crucial for achieving organizational success.

Review Summary

4.11 out of 5
Average of 500+ ratings from Goodreads and Amazon.

Delegation & Supervision receives mostly positive reviews, with an average rating of 4.11/5. Readers appreciate Tracy's straightforward advice on leadership and management, finding it practical and insightful. Some criticize the book for being too simplistic or outdated in its approach. Many find it a quick, valuable read for new managers, offering tips on effective delegation, team building, and clear communication. However, a few reviewers note that the content can be repetitive and lacks depth in certain areas.

Your rating:

About the Author

Brian Tracy is a renowned business consultant, speaker, and author with extensive experience in personal and professional development. He has written over 45 books and produced numerous audio and video programs on topics such as leadership, sales, and success psychology. Tracy has consulted for major corporations and addressed millions of people worldwide through his seminars and talks. His expertise spans economics, history, business, and psychology. Tracy's company, Brian Tracy International, specializes in training and development for individuals and organizations. He is particularly known for his programs teaching aspiring authors and public speakers how to succeed in their fields.

Other books by Brian Tracy

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