ATD Blog
Delegate or Burn Out: Knowing When It’s Time to Let Go!
Wed Jan 13 2016
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Many leaders, especially those with a deep technical expertise, know they need to delegate more. That said, it can be extremely difficult to delegate effectively—and actually get results through others. Indeed, people can work on honing this management skill for years.
Many leaders, especially those with a deep technical expertise, know they need to delegate more. That said, it can be extremely difficult to delegate effectively—and actually get results through others. Indeed, people can work on honing this management skill for years.
Content
Though challenging, it is important to learn how to delegate. There is no other way to scale your efforts than becoming comfortable with others doing some of the work. Getting everything done by yourself is fine for a while, but if you want to achieve bigger things, learning to delegate is a must.
Though challenging, it is important to learn how to delegate. There is no other way to scale your efforts than becoming comfortable with others doing some of the work. Getting everything done by yourself is fine for a while, but if you want to achieve bigger things, learning to delegate is a must.
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One key element of delegating is getting good at letting go. There are many reasons for holding on. Some managers may think: “I can do it better myself.” Others may feel: “It takes too long to teach what needs to be done, so I’ll do it myself.”
One key element of delegating is getting good at letting go. There are many reasons for holding on. Some managers may think: “I can do it better myself.” Others may feel: “It takes too long to teach what needs to be done, so I’ll do it myself.”
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The first thing you need to do is understand and determine your particular obstacle—and then work through it. Knowing “what” is holding you back, and dealing with it, is your key to success. Next, you need to think beyond the specific project or task you want to delegate, and start to think about the process you need to put in place for delegation to work.
The first thing you need to do is understand and determine your particular obstacle—and then work through it. Knowing “what” is holding you back, and dealing with it, is your key to success. Next, you need to think beyond the specific project or task you want to delegate, and start to think about the process you need to put in place for delegation to work.
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Steps to Delegation Success
Steps to Delegation Success
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Here are the critical steps you need to follow:
Here are the critical steps you need to follow:
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Identify the right tasks to delegate : Be smart about this step. Don’t delegate the most unique, time-pressed, high-profile items. Start with some smart assignments, and give them to the appropriate resources.
Identify the right tasks to delegate: Be smart about this step. Don’t delegate the most unique, time-pressed, high-profile items. Start with some smart assignments, and give them to the appropriate resources.
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Set solid expectations and communicate well . Be clear on what you are looking for and the level of direction the person needs.
Set solid expectations and communicate well. Be clear on what you are looking for and the level of direction the person needs.
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Provide helpful feedback . When the work product is ready, provide helpful constructive feedback on any adjustments. Set an expectation that allows you to provide feedback—so the employee knows it is coming. Think about the dialogue you will have; you want a good communication flow so things are done well, on target, and on time.
Provide helpful feedback. When the work product is ready, provide helpful constructive feedback on any adjustments. Set an expectation that allows you to provide feedback—so the employee knows it is coming. Think about the dialogue you will have; you want a good communication flow so things are done well, on target, and on time.
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Practice, practice, practice . Repeat the above steps to get a well-established process in place. Then, step back and look at how the process is going.
Practice, practice, practice. Repeat the above steps to get a well-established process in place. Then, step back and look at how the process is going.
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Debrief on how the delegation is working . This is akin to an “after action review,” in which you talk through what is working well and what you can improve on the next delegation opportunity. Identify the ways to improve; it could be changing a communication style, providing more detail or less, and so forth.
Debrief on how the delegation is working. This is akin to an “after action review,” in which you talk through what is working well and what you can improve on the next delegation opportunity. Identify the ways to improve; it could be changing a communication style, providing more detail or less, and so forth.
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Raise your level of direction . If your process of delegation is working well, you should be able to delegate at a much higher level—using more “what” and less “how.”
Raise your level of direction. If your process of delegation is working well, you should be able to delegate at a much higher level—using more “what” and less “how.”
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Delegation takes commitment. You have to commit to letting go, and devote yourself to developing good habits. Earmark at least two months to testing the delegation of work. The benefit in terms of time redirected for you, your scope of work increasing, and the development of your people is worth the effort. Most importantly, once you learn how to delegate will, it’s a management skill you will have for the rest of your career.
Delegation takes commitment. You have to commit to letting go, and devote yourself to developing good habits. Earmark at least two months to testing the delegation of work. The benefit in terms of time redirected for you, your scope of work increasing, and the development of your people is worth the effort. Most importantly, once you learn how to delegate will, it’s a management skill you will have for the rest of your career.