3 Tips To Help You Master The Art Of Delegation

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One of the great leadership opportunities is delegating tasks to others, which not only frees up your time to be more strategic, but also develops the employees you’ve delegated to. While this is a great opportunity for leaders, it is also a great challenge.

To delegate is to relinquish some, if not all, control over the way tasks are performed. I find this to be a struggle for many leaders, myself included. As my own business owner, I find that letting go of tasks and delegating to others can be quite a challenge at times. What if they don’t do it right? What if they don’t do it in time? What if they upset customers?

These what-ifs can go on forever. I have put myself through many of these and seen many of my clients do the same.

What I’ve learned, both personally and through working with others in this field, are some key steps to take to alleviate concerns about delegating to others.

1. Be confident in the people you hire

The manager delegates tasks to his colleagues


First, you want to have a high degree of trust with the people you are delegating to; Therefore, choose carefully who you hire to work for you.

Leaders are often in a rush to get into office, so don’t take enough time to be sure they’re making the best choice. Without confidence that you have the best people on your team, delegation can be difficult. However, when you know you have the right people in place, it’s much easier to delegate with confidence.

2. Schedule registrations

The manager talks about delegation to the team meeting


Second, you’ll probably need plenty of updates and status checks on how your team is accomplishing tasks. At the beginning of a relationship, you may need more updates and status checks.

As you get to know the individuals and their work ethic and your relationship develops, the number of check-ins decreases as expectations are better understood and your confidence in their ability to meet your expectations increases.

3. Keep a positive mindset

A leader delegates some responsibilities to his colleagues


Ultimately, you want to change any “what-ifs” from negative to positive. So instead of thinking “What if they don’t do it right?” try, “What if they do it better than I ever could?” or “What if this turns out better than I thought?”

That shift in mindset will help you expect the best, rather than expecting things to go wrong. Does this mean things never go wrong? Of course no. But it certainly creates an environment that expects success more than if you keep thinking of all the possible ways it could go wrong.

Although it’s not always easy for managers, giving up control and delegating is necessary and very beneficial for everyone. Not only does it allow you, the leader, to focus on more strategic points, but it also motivates your workforce to take on more responsibility and fosters more employee development.

This month’s development tip. Have you mastered the art of delegation? If yes, congratulations! We’d love to hear some of your success tactics. If not, follow the suggested steps in this article. With each step, you should start to feel more comfortable letting go.

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This article was originally published on an earlier date.

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