Two key elements of effective delegation are:

Two key elements of effective delegation are:

• A. Formal performance reviews and long-term mentorship.
• B. A clearly defined task with authority, and accountability for results.
• C. Delegating only menial tasks to save time.
• D. Setting vague goals and avoiding responsibility.

Answer: (B)

Delegation succeeds when you give someone a clearly defined task, the authority to carry it out, and accountability for the results. A clearly defined task lays out exactly what needs to be done, the expected outcome, the deadline, and any constraints or standards. The authority to act means the person has the power to make the necessary decisions and access the resources required to complete the task, without needing constant approval. Accountability ties it together by setting clear expectations, establishing milestones or checkpoints, and requiring follow-up on results so progress is measured and learning occurs regardless of success or failure. This combination ensures tasks are completed effectively while developing the subordinate’s capability. Delegating only menial tasks or keeping goals vague and avoiding responsibility undermines outcomes, and relying solely on performance reviews or mentorship misses the practical, action-focused element at the heart of delegation.

Delegation succeeds when you give someone a clearly defined task, the authority to carry it out, and accountability for the results. A clearly defined task lays out exactly what needs to be done, the expected outcome, the deadline, and any constraints or standards. The authority to act means the person has the power to make the necessary decisions and access the resources required to complete the task, without needing constant approval. Accountability ties it together by setting clear expectations, establishing milestones or checkpoints, and requiring follow-up on results so progress is measured and learning occurs regardless of success or failure. This combination ensures tasks are completed effectively while developing the subordinate’s capability. Delegating only menial tasks or keeping goals vague and avoiding responsibility undermines outcomes, and relying solely on performance reviews or mentorship misses the practical, action-focused element at the heart of delegation.