« How Does Assertiveness Influence Leader Effectiveness? | Main | 5 Reasons Why "Who You Are" Really Matters »


Jim Stroup

Hi Steve,

Bingo. On all three points. I especially appreciate the point about being where you have to be for your employees and the task at hand, especially that you can never be absent.

As you allude to in your first few lines, there is a blessing and a curse in having staff. You have to invest in them, not just give them tasks and then forget about both.

You have to develop them, and support them. And there's a danger there too: they may want so much support from you that they essentially hand the task back to you. We fall into that trap because we want to be needed. So "being there" has to be thought over carefully: "alongside, in front of, or close behind."

You want to develop capability, not dependence.

Excellent post, right on the money - thanks!

Steve Roesler

Hello, Jim,

Thanks for highlighting the danger of "needing to be needed." Hadn't thought of that one but it is oh, so true. Maybe one of us should do a post on it :-)

I especially like the "developing capability, not dependence" line, too. What a good title for a book, article, or post.

Thanks as always, Jim.


I interviewed an entrepreneur this week, and his take on 'delegation' blew me away: He raised the idea that when you (owner/manager) delegate a task, you are giving away a problem, but the person to whom you are delegating receives trust and respect and stature. WOW! T

Steve Roesler

Wow is right, Dennis,

That's a new one!

Do you think the intention was good but the overall sense of delegation misguided?

As Dr. Phil might ask, "So how's that working for you?"

Wally Bock

Delegation is NOT dumping. It's one of four ways to assign work, based on the ability and willingness of a team member to complete the assignment successfully.

And you never give away the problem. It's still your problem as the boss, even if someone else is working on solving it.

Scott M

I think a big reason that delegating is so difficult, is that a manager needs to invest so much effort in analysing the PERSON to whom you are delegating the task.

I'll beat this dead horse again, but this is why managers MUST have good people skills. Managers must be able to 'size-up' their people. They must understand their people's personalities, skills, talents, etc. They must be intimately involved in their people's work, yet not a micro manager.

It's tough stuff!

So maybe the reason new managers have a tough time delegating, is that they were promoted into a management position without really being trained for it. An individual contributor does not need as many people skills as a manager, yet many managers are promoted entirely because of their individual contributor accomplishments.

Or perhaps all I have is a hammer so every problem looks like a nail!

What do you think?

Steve Roesler


Well, if it weren't for abidicators, our practices might be a little less busy:-)

Steve Roesler

Scott, you speak the truth.

Wally has been trying every which way to let people know that it's all about needing to analyze capablity and respond with the appropriate amount of direction.

The analyis, as you point out, requires all of those skills that you laid out for the readers. And it does take time and effort.

My take: the manager who doesn't spend time becomig a good diagnostician through observation, follow up, and relationship-building will never really be effective.

Thanks, Scott.

I wonder what others have to say about this?

The comments to this entry are closed.

My Photo

Steve Roesler, Principal & Founder
The Steve Roesler Group
Office: 609.654.7376
Mobile: 856.275.4002

Enter your name and email address to receive your copy of my coaching eGuide.

Human Resources Today
Business Blogs



  • View Steve Roesler's profile on LinkedIn
Personal Growth from SelfGrowth.com

Get Updates via RSS Feed

  • Enter your email address in the yellow box for FREE daily updates

    Powered by FeedBlitz

Awards & Recognition...

  • Career 100
Alltop, all the top stories