Que faire si les tâches déléguées ne progressent pas comme prévu ?

If delegated tasks are not progressing as expected, it's crucial to promptly address the situation by first understanding the underlying reasons for the delay. This may involve communicating with the individuals responsible for the tasks to identify any obstacles they may be facing and offering support or resources to help overcome them. Additionally, reassessing timelines, adjusting priorities if necessary, and providing clear guidance or additional training can help get the tasks back on track. Regular monitoring and open communication are key to ensuring that delegated tasks are completed successfully and align with the organization's objectives.

When a delegated job is stalled, it is critical to analyze the larger context and any variables that may be impacting the issue. This involves looking into external issues including changes in project scope, unforeseen problems, and shifting priorities that might affect task progress. It is also important to examine team dynamics as well as individual strengths and limitations in order to properly adapt assistance and solutions. Furthermore, examining alternative solutions collectively with a team member can not only address the present issue, but also develop a feeling of ownership and accountability in conquering challenges together.

I have regular check ins to evaluate progress and make sure deadlines are being met. If deadlines are not being met then we evaluate what may be hindering progress. For example, making sure the workload isn’t too great, understanding how to manage multiple priorities and evaluating what are the most important priorities. If there is an urgent priority I always make sure the person knows that project moves to the front of the line and when it must be completed.

In addition to reevaluating and establishing clear priorities, it is critical to ensure that individual activities are aligned with the overall project objectives. Communicate the task's importance to the overall success of the project, as well as how completion contributes to the team's collective goals. Additionally, offer context on how the work affects other team members or dependents within the project to emphasize its relevance and foster a feeling of collective responsibility. Prioritizing based on individual strengths and expertise may also improve efficiency and engagement, allowing team members to focus on activities that are relevant to their abilities and interests for best performance.

My team knows they can contact me as often as needed and ask as many questions as necessary. I encourage creativity but am also open to discussing and brainstorming as often as needed. I make that very clear when I hire someone.

In addition to providing training, tools, and personal coaching to your staff, prioritize constant communication and feedback to promote continuous progress. Regular check-ins and progress reports can help detect the onset of possible barriers, allowing for real-time support and modifications. Encouraging a culture of openness and open communication for team members to raise difficult issues and receive feedback builds trust and partnership. Furthermore, recognize and celebrate tiny victories to enhance morale and motivation, fostering a healthy team dynamic and a sense of achievement. Note that helping your team is more than just completing tasks; it's about creating a culture of development, learning, and mutual respect within the team.

In one instance, while overseeing a critical fundraising campaign, I encountered a situation where delegated tasks were not progressing as expected. Despite setting clear expectations and providing support, certain team members faced challenges that hindered their progress. So, I convened a meeting with the team to reassess our approach. We discussed the roadblocks openly and collaboratively, acknowledging the need for adjustments to our original plan. As a result, we redistributed tasks based on each team member's strengths and availability, adjusted deadlines, and even reconsidered the project's scope to ensure feasibility. This approach not only reinvigorated our team's motivation but also led to a more cohesive and successful outcome.

My staff work from home in different parts of the country so we have regular check ins scheduled on the calendar but they also have access to my calendar and can call or text whenever they need my help. Open communication is so important when working remotely.

In my experience, when a delegated task is not progressing as planned, my first step is to "put myself in their position", envision possible scenarios they might be facing, and understand why the task may not be progressing as anticipated. This gives me insight into practicing emotional intelligence and compassion towards the person involved. I abide by the golden rule of treating others with the same care and kindness that I would like to receive. In today's fast-paced world, the value of kindness is often overlooked but is essential to reclaim. By approaching the situation with empathy and understanding, it creates a conducive environment for open and honest conversations where I can offer assistance.

As a seasoned nonprofit leader, I’ve found that when delegated tasks are not progressing as expected, it often derives from a lack of clear expectations. If goals, timelines and desired outcomes are not clearly defined, team members may struggle to understand their priorities and responsibilities. This often-found ambiguity, leads to miscommunication, lack of accountability, lots of frustration, disengagement and confusion, significantly impacting progress and task completion. To address this lack of clear expectations, I have focused on providing the necessary support and resources to establish clear expectations, regularly reviewing progress, ensuring alignment and securing success.