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...Approximate reading time: Around three minutes

If I were asked, “What’s the most common thing leaders don’t get right?” delegation would certainly be near the top of the list.

I know, I know, delegation might not be the most exciting topic in the world, but heck, it’s so critical that you get it right...

Leaders, even seasoned leaders, commonly don’t delegate enough. Some leaders delegate too much. And lots of leaders don’t delegate effectively.

Let’s think about the costs of not getting your delegations right...

The Costs Are Enormous When Leaders Don’t Delegate Like A Pro

Just for starters...

If you’re not delegating enough:

• You end up with too much on your own plate, and insufficient time to take care of the bigger picture items.
  
  
• You’re not taking full advantage of the capabilities and potential of your team members, which impairs the effectiveness of your team.
  
  
• You’re not developing your team members, resulting in deceased motivation and increased staff turnover.
  
  
• You’re not fully engaging your team members, resulting in productivity, morale and staff turnover issues.

If you’re delegating too much:

• Sound decision-making and performance targets might be at risk.
  
  
• You might be perceived as being disinterested, unavailable, detached and uncaring, again resulting in motivation, morale and staff turnover issues.

If you’re delegating the right amount but not delegating effectively:

• Chances are it’ll be hard work to get the outcomes you want.
  
  
• If you’re micromanaging, you’ll be creating the same costs as if you weren’t delegating enough.
  

You might think you already know if you’re delegating not enough or too much. But I recommend that you check it out so you can be certain that you have it right...

The Amount You Delegate—Here’s A Quick Fix To Get That Right

How can you have certainty that you’re getting the amount you delegate right?

Now here’s a novel thought —Ask each of your team members:

• Where would you like me to back off and leave you to get the job done?
  For you, where am I looking over your shoulder too much?
  
  
• Where are you up for more responsibility?
  What do you see me doing that I could hand to you?
  
  

Your Delegation Method—Here’s A Quick Fix Get Your Method Right

1. Delegate the objective—not the procedure.
   Create space for your team member to assume responsibility suited to their skills and experience.
   
   
2. Have a dialogue and agree the criteria for the project.
   Jointly determine what are the quality, quantity, resources, authority and time frame requirements.
   
   
3. Jointly decide the checkpoints.
   Before any work starts, work out the progress reporting timeline with your team member.
   
   
4. Appreciate and acknowledge.
   Let them know that you appreciate their efforts and, along the way, acknowledge what you like a lot, and what you like less, about their work.
   
   

Your Leadership Call to Action

Go ask each of your team members the two questions about the amount of delegating you do:

1. Where would you like me to back off and leave you to get the job done?


2. Where are you up for more responsibility?

And check your delegation method against the four-point checklist:

1. Delegate the objective—not the procedure.


2. Have a dialogue and agree the criteria for the project.


3. Jointly decide the checkpoints.


4. Appreciate and acknowledge.

To create the space and structure to reflect and evolve as the following leader did, email me to discuss your situation and, if it’s appropriate, we can get you on my Executive or Leader Coaching waiting list...
 

All the best until we next interact .

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