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The Winning Playbook – Mastering Successful Delegation

Delegation is an essential skill for any leader to possess. It involves assigning tasks and responsibilities to other people in your team, allowing you to focus on higher-level tasks and goals. Successful delegation is an art that requires careful planning, communication, and trust and executive coaching is one great means for bringing these skills to bare.

“The greatest leader is not necessarily the one who does the greatest things.

He is the one that gets the people to do the greatest things.”

– Ronald Reagan

 

As an executive coach, I have seen firsthand the benefits of effective delegation

It can transform a team’s performance:

  • Increased productivity:

Delegation allows managers to focus on tasks that require their attention while delegating routine tasks to other team members. This can result in increased productivity and efficiency across the organization.

  • Better time management:

By delegating tasks to others, managers can better manage their time and prioritize their workload. This can help them focus on more critical tasks that require their expertise.

  • Improved employee engagement:

Delegating tasks can help employees feel more engaged and empowered in their work. When employees are given responsibilities and are trusted to complete them, they are more likely to feel a sense of ownership over their work.

  • Increased employee development:

Delegating tasks can provide employees with opportunities to develop new skills and knowledge. This can help them grow in their roles and prepare them for future career opportunities.

  • Better decision-making:

When tasks are delegated to individuals or teams, they are also given the authority to make decisions related to those tasks. This can lead to more informed decision-making and a better overall outcome.

Successful delegation does not only benefit the team, but also the leaders. Delegating tasks allows leaders to focus on higher-level tasks and goals, leading to increased productivity and efficiency. It also helps to build a more engaged and motivated team, as team members feel valued and trusted to take on important tasks.

“To delegate is to give someone else the authority and responsibility to act on your behalf. It is not a sign of weakness, but rather a sign of strength that your team is capable of performing.”

– John C. Maxwell

 

First and foremost, successful delegation begins with the right mindset.

As a leader, you must understand that delegation is not about offloading tasks that you don’t want to do. Instead, it is about empowering your team members to take ownership of their work and develop their skills. You must trust that they are capable of completing the tasks assigned to them and provide the necessary support and resources to help them succeed. Here are some important aspects of the correct mindset for delegation:

  1. Trust:

Trust is a critical component of delegation. You must trust your team members’ skills and abilities to complete tasks successfully. Trust also means accepting that mistakes may happen, but that they provide an opportunity for learning and growth.

  1. Empowerment:

Delegation is about empowering others to take on tasks and responsibilities. This means giving team members the authority and resources they need to succeed, while also providing guidance and support.

  1. Focus on outcomes:

Delegation is about achieving outcomes, not just completing tasks. Keep your focus on the desired results and the big picture, rather than micromanaging the details.

  1. Communication:

Effective communication is essential to successful delegation. This means clearly communicating your expectations, goals, and timelines, while also actively listening to feedback and concerns.

  1. Development:

Delegation is an opportunity for team members to develop their skills and expertise. Encourage and support their growth by providing feedback, training, and opportunities for learning.

  1. Collaboration:

Delegation can foster collaboration and teamwork, which can lead to better outcomes and increased engagement. Encourage team members to work together and share their expertise and insights.

“The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.”

– Theodore Roosevelt

The next step in successful delegation is selecting the right tasks and person. You should focus on tasks that are well-suited to your team members’ skills and interests. This not only ensures that the task is completed to a high standard but also allows your team members to grow and develop their skills.

Then choose the person or team that will be responsible for completing the task. Consider the individual’s strengths, experience, and workload before making a decision. When delegating tasks, you should also ensure that there is clear communication about expectations, deadlines, and any other relevant information. This includes providing a clear description of the task, deadlines, and any relevant resources.

Here are some criteria you need to consider while choosing the right task to delegate to the right person:

  • Evaluate the task:

The first step is to evaluate the task you’re considering delegating. Is it a task that can be delegated? Is it appropriate for someone else to take on the responsibility? Consider the importance, complexity, and urgency of the task.

  • Assess the skills and abilities of team members:

The next step is to assess the skills and abilities of your team members. Who has the necessary skills and experience to complete the task successfully? Who would benefit from taking on the task and developing new skills?

  • Match task to individual strengths:

Match the task to the strengths and interests of your team members. This will help ensure that they are engaged and motivated to complete the task successfully.

  • Consider workload and availability:

Before delegating a task, consider the workload and availability of your team members. Do they have the time and resources to take on the task? Are they already overburdened with other responsibilities?

  • Consider development opportunities:

Delegating a task can also provide development opportunities for your team members. Consider who would benefit from taking on the task and developing new skills, and who is motivated and eager to take on new responsibilities.

  • Clarify expectations:

Before delegating the task, clarify your expectations and desired outcomes. What are the goals and timelines for the task? What resources or support will be available?

  • Provide necessary training and support:

Ensure that the team member you’ve delegated the task to has the necessary training and support to complete the task successfully. Provide access to training, equipment, and other resources as needed.

  • Monitor progress and provide feedback:

Once the task has been delegated, monitor progress regularly and provide feedback and support as needed. This will help ensure that the task is completed successfully and that the team member feels supported and valued.

Once you have delegated the task, it is important to provide support and guidance as needed. This may include training, access to tools and technology, support from other team members, setting up regular check-ins or providing additional resources to help your team members complete the task successfully. Here are some ways to support and guide your team members after delegating a task:

  • Establish open communication:

Establish open communication with your team member to ensure that they feel supported and have a clear understanding of what is expected of them. Provide regular check-ins to discuss progress, answer questions, and provide feedback.

  • Be available for questions:

Make yourself available for questions and provide guidance as needed. Encourage your team member to ask questions and seek clarification when needed.

  • Provide feedback:

Provide regular feedback on the team member’s progress and performance. Recognize successes and offer constructive criticism to help them improve.

  • Adjust resources as needed:

Assess whether your team member has the necessary resources and support to complete the task successfully. Adjust resources as needed to ensure that they have what they need to succeed.

  • Encourage growth and development:

Encourage your team member’s growth and development by providing opportunities for training and development, and by offering challenging assignments that help them build new skills.

  • Recognize achievements:

Celebrate achievements and recognize the team member’s hard work and success. This helps build morale and motivation and encourages the team member to continue to take on new challenges.

By providing ongoing support and guidance, you can ensure that your team member is successful in completing the task and that they feel supported and valued as a member of the team. You also need to keep track of the progress being made on the delegated task and provide feedback and support as needed. This will help ensure that the task is completed to your satisfaction and on time.

It is also crucial to give feedback and recognition for a job well done. Once the task has been completed, recognize and reward the person or team for their hard work and success. This not only helps your team members improve but also motivates them to continue performing at a high level.

“Delegate, but do not abdicate.”

– Stephen Covey

However, it is important to note that delegation is not always the right approach. There may be times when it is more appropriate for the leader to take on a task themselves. This may be because the task requires a particular skill set or because it is a high-stakes task that requires the leader’s direct involvement. As a leader, it is important to assess each situation and determine the best course of action.

Some things to consider when deciding whether to delegate a task:

  • Importance of the task:

Consider the importance of the task to the organization and its impact on achieving organizational goals. If the task is critical to the organization’s success, it may be better to keep it in-house and handle it directly.

  • The complexity of the task:

Assess the complexity of the task and whether the person to whom you are delegating it has the necessary skills and experience to handle it effectively. If the task is too complex, it may be better to delegate it to someone with more expertise.

  • Time sensitivity:

Evaluate the urgency of the task and whether it needs to be completed quickly. If there is a tight deadline, it may be better to handle the task yourself, especially if you can complete it more quickly.

  • Available resources:

Consider the resources available to the person you are delegating to. Ensure they have the necessary tools, information, and support to complete the task successfully.

  • Development opportunities:

Delegating can be an excellent opportunity to develop the skills of team members. Consider whether the task offers a chance for someone to learn something new and develop their skills.

By considering these factors, you can determine whether to delegate a task or not. Remember, delegation is about empowering others and building trust, but it’s important to ensure that the person you are delegating to is set up for success and that the task will ultimately benefit the organization.

 

Conclusion

In conclusion, delegation is an art that requires careful planning, communication, and trust. As an executive coach, I have seen firsthand the benefits of effective delegation in transforming a team’s performance. To be successful at delegation, leaders must have the right mindset, select the right tasks to delegate, provide support and guidance as needed, and give feedback and recognition for a job well done. Delegation allows leaders to focus on higher-level tasks and goals, leading to increased productivity and efficiency and helps to build a more engaged and motivated team.

 

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We are a young, vibrant, and diverse executive career coaching group, with the operation registered in 2019, however, the formation was a 45-year career lifetime in preparation. During that period our founder Wayne Brown observed and worked with leaders of all levels in organizations across industries and cultures globally.

Based on that exposure, our company has intentionally set out to support those practicing the art and science of leadership – or as often referred to, “Executive Talent.” These are people who acknowledge that they are not experts. They are open to opportunities for continued growth and carry the desire for learning what is needed to become a success in today’s complexity and uncertainty.

To this end, we have purposely structured our company and engaged with associates in strategic global locations, so that we are able to provide the full suite of transformational executive career coaching, facilitation, and education support required.

 

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