How to Effectively Delegate
Your career has been built on doing, not delegating. Up until this point, you've moved forward because you were the person that got things done and got them done well.
Now, as a manager, there is a shift. You now have to relinquish some control and fundamentally change your work. For myself, that was one of the most complex parts of entering into a management role and an area where I certainly struggled (and even suffered!).
Delegation is one of the most needed leadership skills, yet so many of us struggle with it. One states that only 30% of managers believe they can delegate well.
However, we can learn to delegate! In this article, I will discuss why delegation is important, why we shy away from it and how to delegate in a meaningful and effective way.
Why delegate?
I often say this to my clients: When you say yes to something, you say no to something else. So saying yes to being responsible for a task (even when someone else can do it) means you are saying no to something else.
Usually, that "something else" is something of a more strategic or higher value that you should be doing. It usually taps into the skill set you have built up to at this stage of your career, and by saying no to it, your career development and value to your organization are negatively impacted. That "something else" could also fall outside the workplace. It could take time away from your family and other important relationships.
Regardless, when you say no to something else, it has consequences.
Let's also address the impact that not delegating has on your mental well-being. Burnout is unfortunately become commonplace in some corporate cultures. The quickest way to burn yourself out is by taking on too much.
On the other hand, when you delegate, you provide opportunities for your team to develop and grow. It allows everyone to meaningfully use their skill set and contribute to the organization's overall goals. Additionally, delegating tasks helps build trust between teams and managers.
Overall, delegation is not only advisable but necessary for success.
Obstacles to delegating
Many professionals I work with understand on an intellectual level the importance of delegating. We have all seen a manager who would either fail to delegate or would micromanage, so we know the negative impact of poor delegation.
Why, then, do we hold ourselves back from delegating tasks that our team members can handle? Here are some typical responses.
This task will only take 15 minutes.
I hear this one a lot. This report only takes 15 minutes to prepare. Let's suppose that you do that twice per day. Over a month, you've lost 5 hours. Small items may not seem like much, but they add up over time.
Remember: if you say yes to one thing, you're saying no to something else. Even if it's 15 minutes. (Read below for how you can use that time instead.)
I'm responsible for making sure this gets done.
You are not responsible for your team's tasks. You are accountable for them. While that may seem similar, it is a crucial distinction you need to understand to delegate.
Responsibility can be shared amongst the team. It focuses on the tasks themselves and not the outcome. Accountability cannot be shared - it is yours alone. It focuses on what happens after the job is completed and on delivering the results.
What if that person does it differently or does it wrong?
Throughout your career, you've probably come up with a particular way of getting things done, and I am not here to tell you there is anything wrong with that.
However, when you hand over the responsibility of that task to someone else, you also need to be able to relinquish control over how it gets done. Failing to do so doesn't make you an effective delegator, but it will make you a micromanager.
Tips to effectively delegate
So, how can you effectively delegate in the workplace? Here are some of my top tips.
Change your mindset
Here are two mindset shifts that you can work on today to make you a better delegator:
I am not responsible for the task; I am accountable for the results
Since I am only focused on the results, I can leave room for flexibility in how my team handles those tasks.
The first part will help you delegate and overcome the obstacle of believing that you are responsible for everything. The second part is being confident in your team's ability to deliver results without needing you to strictly oversee the process.
Don't give up.
Let's compare learning a skill to building muscle. At the start of your career, the tasks you now handle quickly were not easy, were they? Over time, you became more proficient. The same is true with learning to delegate: the skill set is one that you will have to continue to develop. It might not feel natural today, but that's okay. Over time, it will.
Delegating is investing time in someone else. Yes, it may be quicker to do it yourself. However, if you keep doing the task, you'll keep losing that time, becoming a cycle.
At Base Pace, we are all about creating sustainable and long-lasting change. Spending some time mentoring and coaching someone for a short time is an investment that pays off in the long run.
Clarity is kindness
Before delegating, be clear on the expectations and deadlines. Make sure that you and your team are on the same page and that they know the end goal and how to get there.
You can also create room while delegating for follow-up. We have all had the experience of being assigned a task but cannot access our manager when we have questions. It's stressful!
Keep time available throughout your day for your team to ask questions, especially if you are assigning a new task. Your role is to support your team, so leave space in your calendar to be there for them (plus, it's a great reason to avoid back-to-back meetings all day!)
Supporting Your Career With Base Camp Coaching
As we mentioned at the outset, delegating is one skill many professionals wish they could improve. The good news is that you don't need to do it alone.
At Base Pace Coaching, I focus on helping managers build the skill sets they need to thrive in their careers. I provide tailored solutions for each individual, so you can get the support and guidance you need to become the leader that your team deserves.
To learn more, please schedule your consultation call, and we can talk more about your career goals.