Which describes the three-step approach to delegation?

Which describes the three-step approach to delegation?

• A. Decide what to delegate, choose the right person, provide clear direction and accountability, and monitor progress.
• B. Set a goal only.
• C. Do not delegate anything.
• D. Delegate without follow-up.

Answer: (A)

Delegation works best when you move a task forward through a clear sequence: decide what to delegate, pick the right person, give clear direction and accountability, and then monitor progress. Start by deciding what to delegate—choose tasks that can be handled by someone else without risking safety or essential control, and that also help develop your team. Then pick the right person by matching the task to someone’s skills, development goals, and current workload, ensuring they have the authority and resources to own the outcome. Next, provide clear direction and accountability: spell out what success looks like, the standards to meet, any deadlines, and the level of autonomy they’ll have, so they know exactly what they’re responsible for. Finally, monitor progress with regular check-ins, feedback, and adjustments as needed, so you can support the task and keep it on track without micromanaging. This is the best approach because it creates ownership, aligns capabilities with responsibilities, and maintains visibility over results. Setting a goal alone misses the who, how, and follow-up needed to actually complete the work. Not delegating at all prevents growth and development. Delegating without follow-up leaves you with blind spots and unfinished tasks.

Delegation works best when you move a task forward through a clear sequence: decide what to delegate, pick the right person, give clear direction and accountability, and then monitor progress. Start by deciding what to delegate—choose tasks that can be handled by someone else without risking safety or essential control, and that also help develop your team. Then pick the right person by matching the task to someone’s skills, development goals, and current workload, ensuring they have the authority and resources to own the outcome. Next, provide clear direction and accountability: spell out what success looks like, the standards to meet, any deadlines, and the level of autonomy they’ll have, so they know exactly what they’re responsible for. Finally, monitor progress with regular check-ins, feedback, and adjustments as needed, so you can support the task and keep it on track without micromanaging.

This is the best approach because it creates ownership, aligns capabilities with responsibilities, and maintains visibility over results. Setting a goal alone misses the who, how, and follow-up needed to actually complete the work. Not delegating at all prevents growth and development. Delegating without follow-up leaves you with blind spots and unfinished tasks.