Delegation of Power / Authority In The Work Place As A Business Strategy: Factors To Consider
Browse articles:
Auto Beauty Business Culture Dieting DIY Events Fashion Finance Food Freelancing Gardening Health Hobbies Home Internet Jobs Law Local Media Men's Health Mobile Nutrition Parenting Pets Pregnancy Products Psychology Real Estate Relationships Science Seniors Sports Technology Travel Wellness Women's Health
Browse companies:
Automotive Crafts, Hobbies & Gifts Department Stores Electronics & Wearables Fashion Food & Drink Health & Beauty Home & Garden Online Services & Software Sports & Outdoors Subscription Boxes Toys, Kids & Baby Travel & Events

Delegation of Power / Authority In The Work Place As A Business Strategy: Factors To Consider

Effective delegation of power and authority cannot be done without in any firm. With delegation come growth and the creation of a new breed of CEOs and managers. However, certain factors must be considered before delegation should be carried out; otherwise the opposite effect of delegating such power and authority will fail. This article shows you those factors that should be considered.

As a leader or senior staff of a company or establishment, there are situations that warrant delegation of power or authority for plans and things to move forward. Delegating power or authority is one indispensable tool or factor that any reputable firm cannot do without; if such a firm intends getting ahead of the competition.

When power or authority is delegated, it frees up space and time for the top management to concentrate on other matters or issues that would move the company forward. Show me a firm that doesn’t delegate power and I will show you a one man business that will remain stagnant for donkey years. However, as much as power delegation is a good business strategy, absolute care should be taken while delegating power otherwise more harm will be done than good.

In this article, I will show you certain factors that should be taken into cognizance before delegating authority or power to a junior staff.

Factors To Consider Before Delegating Power / Authority

  • Experience

Before power is delegated to a junior staff or subordinate, the experience of such a person should be taken into cognizance. Experience does matters, especially in the area (or field) where such power or authority is been delegated. Granting power to make decisions in the hands of an inexperienced subordinate is the worst thing to do in any firm.

  • Charisma

Charisma works like magic. Does the subordinate have charisma? Is he likeable? Does he command respect? Does he fit the role? A person with charisma will easily fill in all these loops and many more.

  • Doggedness

The person to whom you are handing over authority should be dogged. By doggedness, I mean been tenacious with an unyielding stamina in times of difficulties or challenges; especially from the competition; the ability to face adverse conditions without getting choked in the doldrums.

  • Ability to work under pressure

The subordinate should be able to work under pressure. He should be able to meet deadlines on time; and deliver results as at when due. Stress should be a normal thing to him as these are core traits of leaders.

  • Coordinating skills

Some persons might have the ability to work under pressure; must have spent years in the company and even have an astounding charisma but lack the skills to coordinate affairs in the company. Coordinating skills should be taken into the picture before delegating authority.

  • Team spirit

The person that is placed in charge shouldn’t be bossy; he should have team spirit. Team spirit is needed if any firm is to produce results. Where team spirit is lacking, things seem to fall about and the firm will lose.

  • Analytical skill

Analytical skills are an absolute requirement for every leader. Ask yourself, does he or she have an analytical mind? Can he or she come up with last minute solution to beat the competition or meet up with a grave challenge? If yes to all these, then the person is the right choice.

  • Know the competition

The prospective employee to which power is about to be delegated to should fill in the following questions.

  • Does he / she have knowledge of competitors and rivals?
  • Does he / she have knowledge of the competitors’ products?
  • Will he / she be able to come up with a strategy to beat the competition?
  • Will he / she be able to survive the business politics of the competition?

These are just some of the factors that should be considered before thinking of handing over authority to the subordinate.

Delegation is an effective means of moving forward as it not only gives you room to move concentrate on other aspects of the firm but breeds the future managers and CEOs. Without proper delegation, a firm is actually as good as dead.

Need an answer?
Get insightful answers from community-recommended
experts
in Business Strategy & Competition on Knoji.
Would you recommend this author as an expert in Business Strategy & Competition?
You have 0 recommendations remaining to grant today.
Comments (4)

Learning how and when to delegate authority to another staff member or employee is the key to running a successful enterprise.

The essential prerequisites for delegating power has been neatly explained.Thanks.

@Jerry, you are sure right Sir. Without proper delegation of authority, the success of a firm would be hanging in the balance. @ Rama, thanks Sir for taking the time to drop by....appreciate the support.

Many people are too controlling and cannot let go. Delegating authority can be very positive.

ARTICLE DETAILS
RELATED ARTICLES
RELATED CATEGORIES
ARTICLE KEYWORDS
RECENT SEARCHES ON KNOJI SHOPPING