Struggling to delegate? Read this
Feeling like you have to do everything is frustrating.
Sometimes we wish people could just figure it out. I hear many leaders say things like, “I wish I could just clone myself.”
Becoming an effective delegator is the closest we will get to buying a clone.
But delegation is a challenging skill to learn for a lot of leaders to learn.
Getting tasks off your plate and trusting they’ll get done well starts with clear expectations.
Don’t assume people understand how all the ship’s parts work together.
Let them know why the job is important, the specific deadline, and why the deadline is critical. Then, take a moment to clarify dates for progress checks for bigger projects–do this proactively.
Clarifying why the date is important can add a layer of urgency to help ensure tasks are complete.
For example, “We need the first draft of the ad copy by Wednesday because I have a meeting with the client first thing Thursday morning” is much better than saying, “I need the copy by the middle of next week.”
The first example is specific with when the copy is due and gives context to why that due date is significant.
There is no delegation without a deadline.
You don’t need a group of people who believe in you.
You need a united team who believes in themselves.
– Highlight their success
– Support their development
– Connect them to their potential
People will never forget how you made them feel.
Here are five ways you can create a culture of leadership.
Focus on Strengths
Everyone on your team is great at something.
Be intentional about recognizing people for the unique value they bring to the team.
The things that get recognized get repeated.
You want a team of people who understand how their strengths are valuable to the team. This habit will lead to more confidence and productivity at all levels.
Get vulnerable with your team and talk about a time when you grew because of a mistake.
This will show your team you understand making mistakes is part of the learning process.
It will give them permission to do the same.
Treat mistakes like learning tools and investments in the future of your organization. =
Create a Stretch Challenge
Growth only happens outside of that comfort zone.
Give your team a problem to solve instead of a goal to achieve.
This is an investment in them as people and teammates. Data shows that people will perform better in their roles when they are given opportunities to stretch themselves outside of their normal job expectations.
Give control of a project to an individual on your team, something related to their strengths.
These projects are often focused around their passion bucket.
Set them up for success, be there to support them as needed, and then let them be great.
Stop solving all the problems
When your team needs help, step in to support, but be sure to give them back ownership to avoid becoming the problem solver.
One way to do this is by asking, “How do you think we should solve this problem?” or “What do you think we should do?”