1. Define the taskConfirm in your own mind that the task is suitable to be delegated. Does it meet the criteria for delegating?
2. Select the individual or teamWhat are your reasons for delegating to this person or team? What are they
going to get out of it? What are you going to get out of it?
3. Assess ability and training needsIs the other person or people capable of doing the task? Do they understand what needs to be done. If not, you can't delegate.
4. Explain the reasonsYou must explain why the job or responsibility is being delegated. And why to that person or people? What is its importance and relevance? Where does it fit in the overall scheme of things?
5. State required resultsWhat must be achieved? Clarify understanding by getting feedback from the other person. How will the task be measured? Make sure they know how you intend to decide that the job is being successfully done.
6. Consider resources requiredDiscuss and agree what is required to get the job done. Consider people, location, premises, equipment, money, materials, other related activities and services.
7. Agree deadlinesWhen must the job be finished? Or if an ongoing duty, when are the review dates? When are the reports due? And if the task is complex and has parts or stages, what are the priorities?
At this point you may need to confirm understanding with the other person of the previous points, getting ideas and interpretation. As well as showing you that the job can be done, this helps to reinforce commitment.
Methods of checking and controlling must be agreed with the other person. Failing to agree this in advance will cause this monitoring to seem like interference or lack of trust.