The delegator
is the person who lets others make decisions
and really doesn’t interfere much after that.
In a good situation,
the leader would have competent leaders
in various areas
that he/she would trust
to make good decisions
and then carry those decisions out.
This is not about
making other people do your work.
It’s about working together
with others who capable.
The delegator
would need to able to spot
when one of the team leaders
were not doing their job
or were not capable of doing said job.
And, if necessary,
train that person to do it,
or maybe adjust personnel
so that the job gets done,
moving the person who lacks a particular skill
to another area where they perform well.
The point is
that a good delgator
is able to spot the skill/talent
of a particular person
and work with that person
to develop and hone that talent.
The delegator needs to be a person who trusts.
The hard part could be that
sometimes the person who is called to do a particular job
might not do it
the way the delegator would.
But the delegator needs to let that go
and trust that the job is getting done,
even if in a somewhat different manner.
To step in and control
would be to lose respect,
which, in turn,
leads to lack of motivation,
lack of initiative,
and lack of creativity.
Another danger of this leadership style
is that the leader might just turn around
and blame the person delegated
if the job goes wrong.
A true delegator
would be keeping on eye on things,
watching (not controlling)
and help set things in the right directions
if he/she sees things taking a wrong a turn.
This type of leadership
could work very well
if the choir is large
or if there are many instrumentalists.
Rather than schedule sectional rehearsals
the choir director
may choose competent leaders
for each section
and have them rehearse
in a different room,
having all sections return
to main rehearsal room
to rehearse together.
(. . . but even so,
each section leader
would then assume
one of the other leadership types. . )
Quite often,
I have learned,
is that if there is trust in the director
and trust in each other as a choir,
members of the choir
might take initiative
and assume certain tasks
without officially being delegated to do so.
Once one of my choirs
took a trip to Mexico.
During the initial stages of the planning of this trip
I fell ill.
Connie took care of creating and sending demo tape to basilica.
Marcy found the hotel and ground transportation.
Another person took care of
getting us a keyboard and sound, etc., etc.
These people didn’t wait
for the official word from the director
to start organizing
because they knew that these tasks
were going to be handed out anyway.
They took the initiative
and went about the work
of planning a choir trip. . .
. . . wow. . .
No small wonder I love this choir so much!!!!
I suppose a part of the reason
that I, personally,
don’t use this leadership style
is that I usually have directed
small choirs.
But I do see where this style of leadership
can be effective.
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