有效授权的指导原则Guidelines for making delegation effectiveThe Credo[ ❒♓♎☜◆]信条of an empowering manager: Looking for real management advice about people真正的关于人的管理忠告? Your goal is to create a work environment创造工作环境in which people are empowered, productive, contributing, and happy. Don't hobble [ ♒♌●]蹒跚, 妨碍them by limiting their tools or information. Trust them to do the right thing. Get out of their way and watch them catch fire着火.Here are some important guidelines for managing people in a way that reinforces employee empowerment, accomplishment, and contribution. These management actions enable both the people who work with you and the people who report to you to soar.•Demonstrate you value peopleYour regard for people shines through in all of your actions and words. Your facial expression, your body language, and your words express what you are thinking about the people who report to you. Your goal is to demonstrate your appreciation for each person's unique value. No matter how an employee is performing on their current task, your value for the employee as a human being should never falter and always be visible.•Share leadership visionHelp people feel that they are part of something bigger than themselves and their individual job. Do this by making sure they know and have access [ ✌♦♏♦] to the organization's overall mission, vision, and strategic plans.•Share goals and directionShare the most important goals and direction for your group. Where possible, eithermake progress on goals measurable and observable[☜♌☜☜♌●]看得见的, or ascertain[ ✌♦☜♦♏♓⏹]确定, 探知that you have shared your picture of a positive outcome with the people responsible for accomplishing the results.•Trust peopleTrust the intentions [♓⏹♦♏⏹☞☜⏹]意图of people to do the right thing【做正确的事】, make the right decision, and make choices that, while maybe not exactlywhat you would decide, still work.•Solve problems—Don't pinpoint problem peopleWhen a problem occurs, ask what is wrong with the work system that caused the people to fail, not what is wrong with the people. Worst case response to problems? Seek to identify and punish the guilty [ ♈♓●♦♓]犯罪的. (Thank you, Dr.Deming.)•Listen to learn and ask questions to provide guidanceProvide a space in which people will communicate by listening to them and asking them questions. Guide by asking questions, not by telling grown up people what to do.People generally know the right answers if they have the opportunity to produce them. When an employee brings you a problem to solve, ask, "What do you think you should do to solve this problem?" Or, ask, "What action steps do you recommend?" Employees can demonstrate what they know and grow in the process. •Provide Information for Decision MakingMake certain that you have given people, or made sure that they have access to, all of the information they need to make thoughtful decisions.•Delegate authority and impact opportunities, Not just more workDon't just delegate the drudge [♎❒✈♎✞]做苦工的人work, delegate some of the fun stuff, too. You know, delegate the important meetings, the committee memberships that influence product development and decision making, and the projects that people and customers notice. The employee will grow and develop new skills. Your plate will be less full so you can concentrate on contribution. Your reporting staff will gratefully shine[☞♋✋⏹]照耀, 出众—and so will you.Below are some guidelines for making delegation effective:(1)Give employees freedom to pursue tasks in their own way(2)Establish mutually agreed upon results and performance standards for delegated tasks(3)Encourage employees to take an active role in defining, implementing, and communicatingprogress on tasks(4)Entrus t employees with completion of whole projects or tasks whenever possible(5)Explain the relevance of delegated task s to larger projects or to department or organizationgoals(6)Give employees the authority necessary to accomplish tasks(7)Allow employees access to all information, people, and departments necessary to performdelegated task(8)Provide training and guidance necessary for employees to complete delegated taskssatisfactory(9)When possible, delegate tasks on the basis of employee interestsWhenever possible, when delegating work, give the person a whole task完整的任务to do.If you can't give the employee a whole task, make sure they understand the overall purpose总的宗旨或目的of the project or task. If possible, connect them to the group that is managing or planning the work. Staff members contribute most effectively when they are aware of the big picture.1.Make sure the staff person understands exactly准确地理解what you want them todo你想要他们做的事.Ask questions, watch the work performed or have the employee give you feedback to make sure your instructions were understood. 2.If you have a picture of what a successful outcome or output will look like, shareyour picture with the staff person与员工分享你的美妙景象. You want to make the person right. You don't want to fool the person你并不想愚弄…人to whom you delegate authority for a task, into believing that any outcome will do, unless you really feel that way.3.Identify the key points【也就是项目管理中的milestones】of the project or dates whenyou want feedback about progress. You need assurance that the delegated task or project is on track.4.Identify the measurements or the outcome you will use to determine that theproject was successfully completed. (This will make performance development planning more measurable and less subjective, too.)5.Determine, in advance, how you will thank and reward the staff person for theirsuccessful completion of the task or project you delegated.。