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The third phase of delegation is called support. In this phase, you deliver any resources or support promised in phase two. Doing so builds trust and respect with your employees, and again, contributes to the successful completion of the task. You will also monitor the progress of the employee in the ways you agreed upon during the handover. Review the support phase handout in the exercise files for this course. In this phase, you should consider the following. Did I deliver the resources and authority promised? Have I communicated this delegation to all the stakeholders? Are there any issues developing in the organization that could affect this delegation? How do I build the employee's confidence? And how do I address concerns and coach the employee? I think this is the trickiest phase for managers, because we often want to ensure that the project gets done right.
This is the time when micromanagement can take over, which we'll cover later in this chapter. But if you have done phases one and two thoroughly, you'll have set the employee up for success. It's also important to remember that employees learn best by doing. Should things not be going according to plan, try to find ways to support the delegate without taking over the task. Remember, the best learning and professional growth will occur as the delegate has to work through those challenges. It's important to resist any urges you have to rescue the employee and/or the task.
In this support phase, you want to serve as a coach to the delegate. In the next video, we'll explore what coaching looks like.
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