Here's how you can address resistance to delegation from your team members.

There is a transition in an individual's career where she/he will stop being the individual expert in a discipline and then leads and develops other experts. Enabling the leader to inspire and achieve results through others. Trust people to do the job you hired them to do, and get out of their way. Be available to give clear guidance, and remove barriers, celebrate the progress without meddling.

Overcoming Resistance in Delegation - Understand Your Team: Assess workloads, skills, and preferences before delegating tasks. Customize Delegation: Tailor tasks to match individual strengths and career goals. Avoid Overburdening: Be mindful of existing commitments to prevent pushback. Align Tasks with Aspirations: Assign roles that align with team members' skills and goals for better engagement.

While this is critical to delegation, you want to ensure that you are putting into consideration the growth goals you have set for your team. Some who aren't skilled in some areas would require a task to stir them in the direction of new learnings that allow them to acquire a new set of skills. The reason why this is important, is that it enriches their work experience while with your organisation. This should be considered in line with the above suggestions made.

Evaluate Team Capacity: Before delegating tasks, assess your team's current workload and capabilities to avoid overwhelming anyone and ensure a balanced distribution of work. Understand Individual Strengths: Recognize the unique strengths and preferences of each team member. Tailor tasks to align with their skills and career goals, fostering engagement and reducing resistance. Mindful Delegation: Assign tasks thoughtfully, considering both the team's overall workload and individual capacities. This approach not only minimizes pushback but also supports a more motivated and cohesive team environment.

Addressing resistance to delegation from team members begins with assessing their needs and concerns. Start by having one-on-one conversations to understand why they may be reluctant to accept delegated tasks. Listen carefully to their feedback and observe any patterns in their responses.

Open dialogue is instrumental in unravelling underlying issues. One of which might be a lack of morale owing to the work environment and/or the reward system put in place.

Opening a dialogue is a crucial step in addressing resistance to delegation. Start by creating a safe and non-judgmental environment where team members feel comfortable expressing their concerns and opinions. Schedule individual or group meetings to discuss their views on delegation openly.

Setting clear expectations is key to overcoming resistance to delegation. Begin by clearly defining the specific tasks or projects you are delegating, including objectives, deadlines, and desired outcomes. Ensure that these expectations are communicated in a straightforward and detailed manner.

When addressing resistance to delegation, also consider recognizing and rewarding progress. Acknowledge team members' efforts and improvements to reinforce positive behavior and build confidence in their abilities.