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How can you balance trust and accountability in delegating tasks to a team?

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Delegating tasks to a team is a key skill for any leader, but it also involves finding the right balance between trust and accountability. How can you empower your team members to perform their tasks independently, while also ensuring that they meet the expectations and deadlines? Here are some tips to help you delegate effectively and build a strong relationship with your team.

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Uzma Ghory

Quality, Risk, and Operations Specialist

1 Know your team's strengths and preferences

Before you assign any tasks, you need to know your team's skills, interests, and work styles. This will help you match the tasks to the right people, and avoid overloading or underutilizing anyone. You can use tools like personality tests, feedback surveys, or one-on-one conversations to learn more about your team members and their preferences. By showing that you care about their strengths and goals, you will also build trust and rapport with them.

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2 Communicate clearly and openly

When you delegate a task, you need to communicate the expectations, the deadline, the resources, and the outcomes clearly and openly. You also need to explain the purpose and the value of the task, and how it contributes to the team's or the organization's objectives. This will help your team members understand the scope and the importance of the task, and motivate them to do their best. You also need to encourage questions, feedback, and suggestions from your team members, and listen to their concerns or challenges. By communicating openly and regularly, you will also foster accountability and transparency in your team.

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Uzma Ghory

Quality, Risk, and Operations Specialist
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Often, when managing a team, we delegate tasks to help provide coverage to areas that may not have sufficient support. This can cause frustration, especially when this support drags on while we seek to backfill a role or try to meet support requirements during a time of change or added responsibility. It is important to be clear, fair, and distribute tasks based on individuals’ strengths. Make sure your team understands this is going to be a temporary solution, and that responsibilities can be revisited as needed, and backup support will be available. Listening to the team member who will be providing support is important. At any time when added tasks feel unfair or overwhelming, you need to reevaluate.

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3 Provide support and autonomy

Once you delegate a task, you need to provide the right level of support and autonomy to your team members. You don't want to micromanage them or interfere with their work, but you also don't want to leave them alone or neglect them. You need to find a balance between checking in and giving space, depending on the complexity and urgency of the task, and the confidence and experience of the team member. You also need to offer guidance, coaching, and resources when needed, and acknowledge their efforts and achievements. By providing support and autonomy, you will also enhance trust and empowerment in your team.

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4 Monitor progress and outcomes

When you delegate a task, you also need to monitor the progress and outcomes of your team members. You need to set up a system or a tool to track the status and the quality of the work, and to identify any issues or risks. You also need to establish regular meetings or updates to review the work and provide feedback or adjustments. You also need to measure the results and evaluate the performance of your team members, and recognize their contributions or address any gaps. By monitoring progress and outcomes, you will also reinforce accountability and improvement in your team.

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5 Learn and improve

When you delegate a task, you also need to learn and improve from the experience. You need to reflect on what went well and what didn't, and how you can improve your delegation skills and your team's performance. You also need to ask for feedback from your team members, and listen to their opinions and suggestions. You also need to share your learnings and insights with your team, and celebrate your successes or learn from your failures. By learning and improving, you will also cultivate trust and growth in your team.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Uzma Ghory

Quality, Risk, and Operations Specialist
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It is also important to be clear about who is responsible for delegating work and managing the work load. If a supervisor assigns tasks and another manager tells a team member they do not need to do what they were asked to do, that can create confusion and cause stress, as the team member tries to understand reporting structure. The goal should always be to provide clarity and create simplicity, as much as possible.

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How can you balance trust and accountability in delegating tasks to a team?

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3

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6

1 Know your team's strengths and preferences

2 Communicate clearly and openly

3 Provide support and autonomy

4 Monitor progress and outcomes

5 Learn and improve

6 Here’s what else to consider

Relationship Building

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How can you balance trust and accountability in delegating tasks to a team?

1

2

3

4

5

6

1 Know your team's strengths and preferences

2 Communicate clearly and openly

3 Provide support and autonomy

4 Monitor progress and outcomes

5 Learn and improve

6 Here’s what else to consider

Relationship Building

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