Effective Coordination Through Delegation

Effective Coordination Through Delegation

Effective Coordination Through Delegation







The management process in an organization is a multifaceted responsibility that is bestowed on a particular individual(s) mainly for ease of coordination, decision making and being the main vision carrier to the organization. It is then most likely that the person would have a lot of responsibilities and duties to attend to and without proper planning and working practices; the person may be in a crisis on management of personal life as well as the management of the organization as assigned. This paper is therefore a proposal on best management practices that a coordinator should embrace in order to overcome such a crisis ensuing in planning own business as well as personal life. It will therefore have the proposed action plan for a period of approximately one year (precisely running from September 2013 to December 2014) which is meant to work towards overcoming the challenge.


Analyze such challenges that are often faced by persons in management or coordination positions within organizations,

Evaluate feasible coordination attributes that one needs develop and apply

Develop a proposal of an action plan to run for one year in order to develop effectiveness and efficiency in coordinating activities with the reporters as well as balancing the personal life


Many leaders have suffered the difficulties of balancing between job obligations and personal life balance (Chapman, 2008-20102, para 5-7). It is often the case where one becomes over indulged with office work and fails to attend to personal life, which results to failure to deliver effectively. For one to be effective both at work place as well as in personal life there is the need to strike a balance between the two. There are various instruments that can be applied in creating a healthy working lifestyle, which will not compromise on personal life and development. A basic instrument is the uses of a schedule or work plan which would enable one to balance the two and as a result become effective and more efficient (Uscher, 2013, para 1-2). When one is not in a position to balance between work and own life, research shows that stress levels are likely to rise, which will have adverse effects especially in work obligations. The cost implication with such an imbalance is unbearably high on personal growth, family life as well as social life thus the need to have a balance (Staff, 2012, para 1). Modern day management philosophy requires that leadership responsibilities succeed when one works smartly as against ‘working hard’. This principle implies that one needs to prioritize o responsibilities and pursue to realize the highest gains in time management. Focusing on the most useful ways to utilize time as well as the element of delegation comes in critically. Effectiveness in leadership requires one to learn the habit of sharing responsibilities out and having communication as a tool to succeed in management practices (Balkhi, 2013, para 1-6; ‘Holden Leadership Center’, 2009, para 1-4 ). Management practices revolve around the understanding that an organization comprises of various personnel, all hired for particular purposes and as such to realize an organization’s objectives, maximum utilization of the staff is necessary. Delegation therefore implies the effective sharing of duties to other staff in order to ease workload on the coordinator or such other leader (Chang, 2013, para 2; ‘Yale university’ nd, para 1-5). However, it is worth noting that the process of coordination through delegation is not a single day’s learning and it involves continuous learning. The use of such a tool as an action plan enables a coordinator to lead through continuous improvement as a necessary feature in management (Jha, nd, p. 115-118).

Delegation on the other hand requires timely orientation and effective coaching on the assigned duties especially to newly recruited employees. This implies that the coordinator should have had enough exposure to the duty or should oversee efficient orientation of staff in order to delegate effectively such responsibilities. This equally has an implication that the coordinator must have learnt the art of delegation through practice (Heathfield, 2013, para 1-7). In effective coordination, a leader is expected to have specific attributes among which are skills in communication, organization, negotiation, facilitation and delegation among others. They must also portray great attributes of fairness, integrity, confidence and be respectful (Scott, 2013, para 1-8)

Action plan

As a coordinator, delegation process should entail a plan which can be timed and be evaluated over a time. This proposal supports the delegation plan to run from September 2013 to December 2014 with evaluations after every three months and a glad evaluation in December 2014. The template below is a sample of a delegation plan that can be adopted for the coordination process.

Action plan Time period Evaluation and comments

Monitoring and observation of individual reporters with an aim of establishing particular skills and attributes dominant in each personnel September 2013-december 2013 Appoint departmental leaders to whom direct reporting is done based on skills and competences identified and have them trained January 2014-April 2014 Delegate to each departmental leader various duties to tackle and report directly to the overall coordinator May 2014-August 2014 Evaluation of overall performance of the organization and offer appropriate appraisal to the departments and the leaders respectively September 2014-December 2014 Conclusion

Effective coordination of organizations activities and programs requires that coordinators be endowed with the appropriate skills and competences in order to balance between personal life as well as the works assignments. There are many tool that a leader can adopt for effectiveness with delegation being pointed as most effective among others. This is because, involvement of other staff in a particular responsibility not only brings talent and specialization on board but also helps a coordinator in planning personal life which is a prerequisite to effective delivery at work place.


Balkhi S., 2013. Worn Out? The Dilemma of Finding Balance at Work and in Life. Available at:< http://www.huffingtonpost.com/syed-balkhi/worn-out-the-dilemma-of-f_b_3750085.html> (Accessed on 22 November 2013)

Chapman A., 2008-20102. ideas for happiness and life change – tips and tools for work-life balance. Available at:< http://www.businessballs.com/life_balance.htm> (Accessed on 22 November 2013)

Chang J., 2013. Ways for Small-Business Owners to Maintain Work-Life Balance. Available at:< http://online.wsj.com/news/articles/SB10001424052702304373104579107480787494734> (Accessed on 29 November 2013)

Heathfield S. M., 2013. Delegation as a Leadership Style: Tips for Effective Delegation. Available at:< http://humanresources.about.com/cs/manageperformance/a/delegation.htm> (Accessed on 29 November 2013)

‘Holden Leadership Center’, 2009. Delegating Responsibility. Available at:< http://leadership.uoregon.edu/resources/exercises_tips/skills/delegating_responsibility> (Accessed on 29 November 2013)

Jha K. N., nd. Attributes of a project coordinator. Available at:< http://www.arcom.ac.uk/-docs/proceedings/ar2005-0115-0124_Jha.pdf> (Accessed on 29 November 2013)

Scott S., 2013. The 10 Effective Qualities of a Team Leader. Available at:< http://smallbusiness.chron.com/10-effective-qualities-team-leader-23281.html> (Accessed on 29 November 2013)

Staff M. C., 2012. Work-life balance: Tips to reclaim control. Available at:< http://smallbusiness.chron.com/10-effective-qualities-team-leader-23281.html> (Accessed on 29 November 2013)

Uscher J., 2013. 5 Tips for Better Work-Life Balance. Available at:< http://www.webmd.com/health-insurance/protect-health-13/balance-life> (Accessed on 29 November 2013)

‘Yale university’ nd. “Understanding Recruiting and Effective Delegation of People” Available at:< http://www.aya.yale.edu/content/understanding-recruiting-and-effective-delegation-people> (Accessed on 29 November 2013)