It is true – if you delegate a project to someone and they are unsuccessful to complete it, it is majorly your fault. That is one of the primary responsibilities of a manager – to make certain that you are always assisting others to succeed around you. But you also cannot sit there and watch everything they do. You’ve to have trust – trust that they are going to make better decisions, and believe in yourself that you made the correct choice in choosing them for their specific role.
You may be confronted with delegation behavioral interview queries like this one. Yet it is not always what it appears.
Behavioral Interview Query: Tell me about a period when you delegated a project to a group member who did not perform the task as you would have performed it. How did you manage this?
This is often a difficult query. When you initially read it, it makes you feel like you have to reprimand the worker and tell them how to do it correct. But dig deeper – if you observe the query, the best answer is not that the worker did it wrong, but that YOU were wrong, and had the awareness and trust to identify that the individual had a good idea.
“You know, with the best workers that’ll happen all the time. I remember one time I had inquired Bill to program a latest website for one of our customers in WordPress. He started, but identified it would have restricted functionality and that, since the industry we were establishing it for was tech savvy, he made the site exactly as the client explained in Joomla. He kept me informed throughout the way. I informed him that I needed to observe him start to put it together 1st, and when I could tell he was right on the money I acknowledged him for his exceptional contribution and let him to move onward unimpeded.”
No one claimed the worker did something wrong. In the query, the worker simply took a distinctive route, and you did what you should – believed him to see what he could do, and moved forward. This is an outstanding answer.