One can’t make oneself, but one can some times help a little in the making of somebody else.

It is never a sign of weakness when a man in high position delegates authority. On the contrary, it is a sign of his strength and of his capacity to deserve success.

Before you jump in to solve a problem, ask an employee for a solution. Say what do you think we should do?

Suspect a director who says that he can afford to be away from the office only for a week at a time. This generally means either that he is a frightened man or else that he is thoroughly inefficient and incapable of delegation. Delegation is necessary. It is not possible for a single person to handle all the tasks in an enterprise. More over, the task of the manager is not to do all the work on his own, but to get the work done by other members in the organization.

There is a limit to the number of persons a manager can supervise. Once this limit is crossed, authority needs to be delegated to subordinates. Authority gets delegated when a superior gives a subordinate the discretion to make decisions. The important decision for a manager is to decide when to perform tasks on his own.

While delegating, question whether the subordinates share with management the same set of common values and perspectives? If any of these questions remain unanswered, the probability is that greater delegation will not be effective.

Allow others to make mistakes.

Use others brains for your own gains. A responsible manager usually keeps an eye on the activities of his subordinates and does not allow such mistakes as would endanger either the company or the position of the subordinate in the company. Yet it is true that people learn from their mistakes.

Delegation is a key aspect of leadership.