Delegation Means Career Growth for Everyone
Effective delegation takes time and intention. It is an area leaders often identify as an area for improvement. To get started, consider these questions:
What do I delegate?
Who receives the delegated task?
How can I delegate respectfully while holding accountability?
Take the questions one step at a time by following the path below.
Spend one to two weeks to create a list of potential delegation items. Watch yourself work and notice the tasks, projects, and meetings that fill your day. I'm a big fan of the phrase 'highest and best use' when determining the aspects of your role that bring the organization the greatest value. Those items should not be delegated. Everything else is fair game.
Rank the items for delegation. When I play Sudoku, I always start with the low-hanging fruit. What numbers are so obvious and quick to complete? Ask yourself the same thing about the delegation opportunities. What can you quickly and efficiently transition? Many times, this may be a task such as generating a report or taking notes in a meeting. Start with the low-hanging fruit and move down the list of delegation. You'll have more time to delegate complex tasks when you transition the straightforward ones.
Formulate a timeline. Dumping the tasks, projects, or meetings you decide to transition is not the ideal way to further trust and strengthen relationships. Instead, carefully consider a timeline for delegation. Talk it over with your own leader to confirm support before moving forward. Give yourself and your direct reports ample time - not too little, not too much.
Let go. Your direct reports will have different ways of doing things. Give them the ability to bring their own strengths and creativity to the new responsibilities. Encourage them to come to you with questions rather than micromanaging the delegated item. Use your 1:1 meetings as a natural time to discuss updates, challenges, and learns.
Determine your own growth areas. With delegation items in transition, give yourself the opportunity to consider how you want to grow. Talk to your leader, and raise your hand. Be open to your leader's feedback and collaborate to decide the best ways for you to further your career.
When you delegate tasks to direct reports, you demonstrate confidence in their ability to own it and experience growth. When you ask your leader to grow, you reinforce commitment to the organization.
Dr. Katie Stone is the founder of Together Evolving. Email Katie at katie.stone@togetherevolving.com to learn more about the transformational impact coaching has on you and your leadership.