Here's how you can navigate the challenges and pitfalls of delegation.

Delegation is a skill not everyone can master but almost everyone uses. If you’re working in a team and your manager is not exactly an expert at delegation, here’s how you can navigate this challenge. If you are assigned a task that doesn’t align with your skillsets, do share it with your manager and ask them to assign something that interests you and helps you learn. If you are assigned an admin task which you have the skillset to perform but doesn’t interest you, check with your team lead if there are other tasks you can switch it with, with relevant reasoning.

Navigating the challenges and pitfalls of delegation involves clear communication and trust. Start by assigning tasks that match your team members' strengths and providing detailed instructions and expectations. Ensure they have the necessary resources and authority to complete the task. Regular check-ins can help monitor progress without micromanaging. Be open to feedback and ready to offer support if needed. By showing confidence in your team’s abilities and fostering a supportive environment, you can overcome delegation challenges and achieve better outcomes together.

Select team members based on their skills, experience, and current workload. Delegating a critical task to the right person can make a difference. In my experience, assigning tasks based on individual strengths not only boosts productivity but also morale, as people feel valued for their expertise.

Selecting the right person involves assessing their skills, this doesn't mean that you must select to someone who is fully prepared from the start. Instead, view delegation as a chance to enhance an employee's abilities. Think of it as a strategic tool to help employees expand existing skills or refine underutilized ones. When delegating, ensure that the employee is challenged but not overwhelmed or pushed too far out of their comfort zone. Compare delegation for development to preparing for a marathon. Marathon training isn't about running the full distance on day one but gradually building endurance through spaced activities. Use thoughtful delegation to develop the skills your employees need to move toward their career goals.

After task completion, reflect on what worked and what didn’t. Encourage feedback and discuss improvements. I’ve found that this reflection phase is vital for continuous improvement and helps refine future delegation strategies.

Consider the individual's development needs when delegating. It's an opportunity for growth and skill enhancement. Throughout my career, I’ve used delegation not just to get tasks done, but to develop my team’s potential, creating a more skilled and adaptable workforce.