Delegation

Delegation measures the latitude your manager actually leaves you on an assignment you master and whose objective is clear: define the steps and decisions requiring validation and check your choices, or let you largely choose your method, organisation and decisions within your scope. A meta-analysis of empowering leadership links it to performance, initiative and creativity, through the sense of being able to act and through trust in the manager [1]. This latitude also has a documented flip side: it strengthens confidence in one's abilities while increasing job-related strain [2]. The axis measures the latitude actually left, not the latitude announced.

The axis is visible in day-to-day decisions, method, organisation, validations and the ability to act without prior approval. It is felt when a validation lands on a decision you considered yours, or conversely when a decision is left without a framework although you were expecting a boundary. The latitude left legitimately varies with risk and with your mastery: the question concerns a mastered assignment because that is where delegation can be read; on a new topic, Development support applies. A review of the effects of empowering leadership shows that they depend on the conditions in which it is exercised [3]: the same latitude does not have the same effect on a mastered topic and on one being discovered. Scientific scope: the cited studies examine workplace behaviours, conditions or outcomes. They do not directly validate this preference scale or an individual PIMPmyBOSS compatibility score.

The score describes a situated preference or a perceived behaviour. It is neither a personality diagnosis, a norm nor a verdict on professional quality.