To understand how to approach delegating a task to a team member we first need to assess them in terms of their competence and their commitment. Competence is having the task specific knowledge and skills, or transferable knowledge and skills. Commitment is about attitude; having the self confidence and motivation to undertake the task.

If someone is new to a task, their competence will, understandably, be low but their commitment, their enthusiasm for doing something new, will probably be high.

Think about how a child is when they get their first bicycle. These people need very clear directions about what to do, the steps they need to take and in what order.

When someone is experienced with a task, they probably need little direction. Sharing deadline and empowering them to make decisions that you are comfortable with is possibly all that they need.

When a child has mastered cycling they only need to be told how far from home they can go.

In between these two states people may feel frustrated because they have started to understand what a good job looks like but are not getting it right all the time.

They may not be sure of themselves yet and need someone to help them see they are doing things well. 

They will need different levels of direction and encouragement and reassurance as they build their experience. In that shaky bit between first getting on a bike and being able to cycle away, a child needs encouragement to get back on when they fall off and reassurance that they will master it.

There are some important things to consider when deciding how to delegate:

• It is task specific. Don’t assume that someone who is good at one task will be good at another. Someone who is competent at dispensing will only become competent at the month end paperwork when they have been trained.

• Even with someone who is fully competent, commitment can vary. They may not feel challenged or valued. There may be other things going on for them outside work. No amount of retraining will get bring back their enthusiasm. They need support and appreciation.

• Using the wrong approach can lower job satisfaction and makes your life harder. Giving step- by-step instructions to an experienced team member is a waste of both of your time and will frustrate the team member. Giving little direction to a new person may put them under a lot of pressure and could lead to a disastrous outcome.