In any workplace, effective delegation isn’t just about transferring tasks — it’s about strategically managing time, resources and, most importantly, people. High performers understand how to delegate and do it effectively. They understand the art of delegation and utilize best practices in this skill.
What is delegation?
Delegation is more than merely passing on a task. It’s about entrusting a responsibility from manager to subordinate, ensuring that they’re equipped with the necessary training and understanding to see the task through to completion. The act of delegation is a delicate dance between time strategy — ensuring none is wasted — and people strategy, making sure the right person is handling the right task.
While you as a leader may sometimes view a task as mundane or tedious, for others it’s an opportunity. It’s a chance to prove their capabilities, showcase new skills, or ascend to new heights in their career journey. People who are given opportunities to perform often find these tasks stimulating and rewarding.
The dos of delegation:
1. Empower and involve: Get to know your team. Who’s eager to step up? Who’s ready to showcase their skills? Identifying these individuals can ensure that the delegation process is a mutual growth opportunity.
2. Ask, don’t tell: Instead of simply assigning tasks, ask, “Would you be willing to help with this?” Such an approach not only provides ownership but also instills a sense of purpose in the task.
3. Be detailed: When you delegate, be clear about what’s expected. Ensure the individual fully understands their role and has a clear timeline to work with. Encourage clarifying questions using statements such as: “I want to ensure I didn’t miss anything. Can you help by telling me what you understood are the steps and expectation for this task?”
4. Encourage open communication: Allow space for questions and clarification. An effective delegation process reduces confusion and errors. My “5 for 15 Rule” can be incredibly effective here. Instead of trying to cram direction into 5 minutes, take 15 minutes (or more) to allow for detailed explanation, clarifying questions and further discussion. This additional time will save you hours of re-explaining or cleaning up errors due to a rushed initial briefing.
5. Training is key: Never assume that someone knows how to do something just because they’ve seen you do it. Training provides context, which is crucial for empowerment. Discussing the “why” behind a process can yield even better results.
The don’ts of delegation:
1. Check your ego: Delegation isn’t about lightening your load — it’s about achieving the team’s goals. The task’s significance shouldn’t be diluted due to ego.
2. Mind your tone: Delivery matters. Ensure that when you’re delegating, your tone isn’t condescending. Recognize and communicate the importance of the task and the value of the individual’s contribution.
3. Avoid “dump and run”: Simply offloading a task without proper briefing can lead to confusion. Always ensure clarity in what’s expected.
4. Avoid micromanagement: If you’ve trained someone adequately, trust their process. You may be surprised by the innovative approaches they come up with.
5. Don’t abuse resources: Just because you don’t want to do a particular task doesn’t mean it’s fair to dump it onto someone else. Misusing delegation can breed resentment within the team.
Key takeaways
Remember, delegation isn’t a one-way street. While it can certainly assist in managing your own workload and responsibilities, its primary function should always be to empower and uplift your team. Handing off tasks isn’t just about getting things done; it’s about development, trust and mutual respect.
Above all, it’s paramount to understand the underlying message of delegation: Every task, no matter how menial it may seem, has value. By offering these tasks to others, you’re giving them a golden opportunity to shine, to claim ownership and to grow professionally. So, the next time you’re about to delegate, think strategically and act with intention.
Delegation, when done correctly, is one of the most powerful tools in a high-performing leader’s arsenal. It’s the bridge between task completion and team development. Be strategic, be thoughtful and watch as the task is completed at a high level and the individual develops confidence in both their skills and task execution.
In the context of effective delegation and team leadership, it’s essential to recognize not just the tasks but also the people behind them. Organizational Network Analysis (ONA) offers a unique perspective in this regard. It helps leaders identify those quiet contributors who are often overlooked in traditional performance reviews but are crucial for team success. By using ONA, leaders can better understand who in their team is impacting others positively and who might need more support, ensuring that delegation strategies are not only task-oriented but also people-focused.