Delegate Tasks; It’s R.A.D 2

Whether it’s due to conflicts of interest, personality clashes’, or just wanting to get the job done right, delegating tasks can be a hard concept to implement in a team setting.  A wise man once told me its hard 80 percent of the time, all the time.  Well, maybe not exactly, but it shouldn’t be that complicated.  Working within civilian & military teams, both as a team member and team leader, I’ve found delegating tasks easiest when responsibility is given, accountability is held, and a clear direction was given. I remember this acronym as, it’s R.A.D. It has been an influential factor in bettering my planning processes and has positively enhanced my time management skills.  Let’s take a quick look at each key element:


You are creating an obligation and calling upon a team member to take action.  We are all familiar with our own external responsibilities, so creating an internal responsibility generates focus on the task at hand.  Subsequently, it should always be a two way street between subordinates and the team leader.


Hold team members to their actions.  It reduces anxiety, lessens the want to micro-managing, and ultimately ensures the task gets done. Making a checklist, see my blog “Check Yourself Before You Cost Yourself”, can be a great tool to ensure accountability. Members can check off tasks as they’re finished.  Combine this concept with the internet, checked off tasks can almost be seen in real time.


Make sure it’s clear. Accordingly, take into account different personalities; presentation and demeanor may change from team member to team member. As we know, good communication is a factor found in any successful relationship. When clear direction is given, team members recognize the task and embrace their responsibility.


  1. Pingback: Blue Management in Practice: Putting the Pieces Together « Blue Management

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