How to Delegate Effectively With Anemari Fiser ![rw-book-cover](https://img.youtube.com/vi/4nD36M9vuhs/maxresdefault.jpg) 🔗 **Source:** [How to Delegate Effectively With Anemari Fiser](https://www.youtube.com/watch?v=4nD36M9vuhs) What's the best strategy for delegation when working as a tech lead? >> Um, I mean, I have two simple secrets when it comes to delegation that I think uh like addresses 90% of the main common problems I see when it comes to to dealing with delegation. Um um but I do have to say I'm surprised constantly on how much people struggle with this giving that there's so much out there on how to do it properly and information and like supposedly practice and everything but anyway here we are. So the first thing um that uh that I would recommend you to do is setting clear expectations. I know I said it before in other cases but it applies to delegation also. So from the beginning sitting down with with a person that you're delegating to and together agree on what exactly are we trying to solve. So making very clear what we expect from them because delivering the task can mean very different things to you and to me I trust me I've seen this right. So make that clear. What does it mean finishing this? Uh how are the outcomes? What are some artifacts that you're expecting? like as explicit as you can be, the less the chance that you're going to be disappointed that you're not going to get the outcome that you expect. So, be very clear on how um and what you expect. Second, be very clear on how if there's anything that you expect to happen in the process. So, there's any uh you expect them to talk with someone, any information that you have that might be relevant to them, um of like give that and make that uh visible. And third, and this is the key part, which is the second secret, agree on how you're going to check in. So, a big fear people tech leads have when it comes to delegation is the fear that they're going to lose control. They're going to go in for two, three weeks and I'm not going to know what's the status and I'm going to be worried and I'm going to feel like people are very feel uncomfortable just kind of checking in, you know, like, hey, how are you doing? What is the status? Are you okay? I'm not sure. So if you set up from the beginning a process that you feel comfortable with uh in and they feel comfortable with in which um you're going to check in. So let's say you say let's meet once a week or let's have a common board where I can see all the progress of what's happening. This is going to give you that control because you have going to have overview over what's happening without you having to kind of poaching or do research in between and second it's going to allow you to intervene in case you see things are not going the way you expected. So if after two weeks you see okay we're not we're like you're worried about okay we're not going to finish in time or whatever you have the chance to interview and I say okay let's uh change scope maybe we have to um change scope or just kind of pointing out to people that you know you keep saying you're close but actually you've been blocked for the past two weeks so there's we need to address this so setting this from the beginning this agreement on how are you going to keep track of progress together gives you that control back and that chance to intervene. So these are the secrets that are gonna honestly gonna set the ground up for for delegation. But it sounds very straightforward but so many people don't do it because people still assume we know what we you know we know what delivering the task means obviously you know and then realize it's different. So whatever you have in your mind that you think it's obvious write it down. >> Worst case scenario people are going to be like uh of course you have nothing to lose. Express scenario, you actually identify something that you thought you were a line on, but you're not., How to Delegate Effectively With Anemari Fiser, YouTube, 01kre45nefm8aky5kg18n354ka.