Why Small Business Leaders Want to Delegate

Leaders Who Delegate, Win Big

Delegation can be a challenging principle to wrap your mind around. On the surface, it’s a clear way for leaders to develop others while gaining more time for higher level strategy work. For most, learning to delegate is not a question of why it’s a question of how. Here are a few ideas on how to begin to make delegation an easier process.

Embrace The Struggle of Letting Go

Letting go of tasks and trusting others to carry them out can be a daunting prospect for many leaders.

The fear of losing control, micromanaging tendencies, and a lack of effective delegation strategies can all hold you (and your team) back from reaching your full potential and achieving your goals.

Leaders Save Time by Empowering Staff with Delegating New Tasks

Mastering the art of delegation is not about relinquishing control, it’s about empowering others and multiplying your own impact. By carefully choosing tasks to delegate, equipping your team with the necessary resources and support, and establishing clear expectations and communication channels, you can unlock a whole new level of productivity and growth for yourself and your organization.

To Be Able to Delegate Effectively You Should Shift Your Mindset

Great leaders don’t do everything themselves. In fact, they develop others and know how to help others find that inner drive. When your mindset is centered around “the only way to do it right is do it yourself”, try an alternate perspective. Try to shift from “doing it yourself” (a control issue) to “empowering others” and “leveraging your team’s talents.”

Focus on Your Natural Leadership Personality Strengths

An excellent assessment that spells out the importance of focusing on your strengths is Strengthsfinder 2.0 by Gallup. One key message within their program is to stay in your strength zone. It makes sense, doesn’t it? Recognize that when you try to be an expert at everything, you get away from the core areas that have carried you to this point. Delegate tasks that fall outside your personal strength zone. Learn the strengths and expertise of your team and correlate that with tasks that you are willing to part with. Start small and grow from there.

Provide Clear Expectations
When I hear “I’ve tried delegating, it doesn’t work” from leaders I usually find out it coincided with murky expectations, at best. Meet with your team member who’s taking on the new tasks. Build them up, let them know it’s not about taking on the things you don’t want, it’s an opportunity for growth.

Support and Guidance
Be available to answer questions and provide feedback. Give them some potential obstacles they may encounter while taking on the new tasks. It will make finding the solution a simpler process. Be sure to resist the urge to micromanage. Allow your team members the autonomy to own their tasks and find their own solutions. Allow them to learn by making mistakes.

Celebrate Successes
Set up regular check-ins to track progress, address any concerns, and celebrate successes. This fosters open communication and builds trust between you and your team.

In conclusion, effective delegation is a win-win situation. It allows you to achieve more in less time, develop your team’s skills and confidence, and ultimately build a more successful and sustainable organization. Start small, you’ll win big!