Learning objectives :

• Set clear and engaging expectations and delegate effectively, including to people outside your direct team
• Track individual performance with as little effort and as much efficiency as possible
• Adopting the right approach to handling issues: lack of reporting, occasional or repeated poor performance
  ‍

Course :

Session 1: Setting Clear Parameters and Delegating Responsibilities
Effective delegation starts with a solid framework. Participants learn how to structure delegations that inspire commitment using two complementary tools. The Motivation × Competence Delegation Matrix, to determine whom to delegate to and define the appropriate level of autonomy from the outset. The “Why, What, How” framework (Why: share the purpose and expected impact; What: set performance standards and key performance indicators; How: clarify reporting procedures), to avoid ambiguity without creating an overly complex system.

Case Study : Define an assignment by selecting the right person using the motivation × competency matrix, then formulate the delegation using the "Why, What, How" framework to ensure that all essential elements are established from the outset.

Session 2: Monitoring Performance with the Right Approach
Once tasks have been delegated, the real challenge is to stay on track without falling into micromanagement or losing sight of the big picture. Participants learn how to adapt their monitoring approach based on the employee’s profile and the progress of the assignment, so they can step in at the right time and at the right level.

Case Study : Choosing the appropriate management style for different team members within the same team, based on their skill level and motivation regarding the assigned task.

Session 3: Managing Performance Issues
When delegation goes awry, it’s important to respond with the right approach. Participants practice dealing with the three most common scenarios: lack of reporting, occasional poor performance, and repeated poor performance. They work on the appropriate approaches and phrasing for each situation to address the issue without creating unnecessary tension and to maintain high standards without shifting responsibility away from the employee.

Case Study : Adopting the right approach when dealing with an employee who is "running wild," and providing feedback that sets clear boundaries while maintaining their engagement.