Surely, you have heard about How important it is to Delegate.


However… How come managers are so reluctant to do it?

  • Isn’t that good?


Well… The thing is: Some Managers use Delegation as a way to Lead their Projects.

  • Usually, only the best Managers do this.


That is called the Delegative Management.


But… It is not an easy thing to do.

We’ll now explain you Why:


Characteristics of Delegative Management


The Manager knows the Capabilities of his employees.

  • He/She won’t Delegate something to a person who is not capable.
    • He must know perfectly what to delegate, and to whom.


The Manager knows what Motivates his employees.

  • Some employees are highly motivated when given autonomy, while others aren’t.
    • Not everybody wants freedom.


The Manager Coordinates all the work done by his employees.

  • Delegating implies being aware of the progress made.
    • The Manager must ensure that all the pieces fit together.


The Manager respects the work done by his employees.

  • This is much harder than it seems.
    • When it comes to managing, it’s very tempting to poke your nose into everything.


Believe us:  Delegating is not as simple as it seems.

  • You have to pick the right employee.
  • Other employees feel envy.
  • You usually delegate on somebody that doesn’t have your authority.
  • Keeping track of the work is not easy
  • etc.


Plus, it’s something all employees accuse their Managers of not doing…

But… When they are promoted, they do not either.


Now let’s see some examples of how this Management Style is used:


Examples of Delegative Management


Companies that give Individualized Treatment to their Clients.

  • Consulting Firms, Lawyers, Dentists, etc.
    • The Manager has no choice but to delegate, if the Business grows.


In Projects with many Departments involved.

  • When it would be impossible for a single Manager to be in everything.
    • Managers assign their best employees to represent their Department.


The European Union.

  • Brussels is the one who sets the Red Lines…
    • But the different Nations are responsible for implementing those policies.


The European Union example sums up the first 2 examples very well:

  • It serves different “Clients” (French, Spanish or German citizens).
    • Policies must be adapted to different countries.
  • There are many Departments involved (local authorities, City councils, etc).
    • It would be impossible for Brussels to implement all the policies.


Pros and Cons of an Delegative Management



  • It motivates proactive employees.
  • It allows the Manager to work more and better.
  • The Team becomes more autonomous.



  • It is difficult to carry out.
  • It can cause grievances among employees.
  • It does not work for all Situations.

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