What do you do if your leadership role involves ineffective delegation?

IMO, delegation requires practice, patience, and celebrating accomplishments along the way. > determine the root cause of the problem > 70/30 Rule: delegate tasks in which you are 70% confident that your team can handle them, allowing you to learn and grow > Delegation of duties, accountability for results, resources and support provided, and clarity regarding expectations - DARC Framework > using strengths-based delegation, you increase confidence and success by matching tasks to each team member's strengths.

Identify signs of ineffective delegation, such as consistent delays, low quality of work delivered, lack of autonomy on the part of the team, lack of communication about progress, among others.

é importante entender por que a delega??o n?o está funcionando como deveria. Pode ser devido a falta de comunica??o, falta de confian?a nos membros da equipe, falta de treinamento adequado, entre outros motivos. Também, é essencial comunicar claramente o que se espera dos membros da equipe ao delegar tarefas. Isso inclui definir metas claras, prazos e responsabilidades.

I made this kind of mistake before by allocating tasks to the wrong person. Positive thinking and always seeing good in people lead me to think everyone will be able to do the work if they want to learn or apply themselves. However, this is not true. Each of us has strengths and weaknesses. As a leader, it is my responsibility to put the people in the correct task to match their skill set or ability. The high EI showed when we as the leaders spotted the signs early and admitted our wrong delegation, and made the change asap.

We all like to stay on top of things. Being proactive is key to identifying symptoms of ineffective delegation. Consider this: failing to meet deadlines, declining team spirit, or even lacking clarity regarding responsibilities are all warning signs. And your team is the best person to know. It's time to pay attention if they need help or clarification. This is the point at which emotional intelligence becomes relevant. It's not always about what's said; sometimes, it's also about what's not said. Keep an eye out for those small clues, body language, and tone; these can reveal a lot. So, let's keep communication channels open. Be friendly and prepared to hear others out. In this manner, we can address any problems before they worsen.

Assess if delegated tasks align with team members' skills and capabilities. Redistribution of responsibilities may be necessary to optimize task delegation.

If delegation's not working, let's fix it fast. Step one: reevaluate tasks. Are we giving the right tasks to the right people? Are we overloading anyone? Let's use our emotional intelligence to rearrange tasks for better fit and happier team members.

Initiate open and honest dialogue with team members to understand challenges they face in task execution. Actively listen to their concerns and suggestions for improvement.

I learned from Ray Dalio, that his favourite saying when letting someone go or changing that person's position is something like this You are a good seed and can grow into beautiful plants or flowers with your skills. However, our company or this task did not provide you with the right soil, water and sunlight for you to grow. It is not anything you did wrong, it is we did not give you the right conditions to grow. I love this concept as each of us is unique and with different gifts. If each of our staff or team members can be put into the right condition, they will grow and blossom.

It's time to have a conversation when delegation fails to deliver results. Let us start a conversation. The bottom line is that your opinions count. Let's talk about what is and isn't working now. This is where emotional intelligence becomes useful. We can identify the core of the problem and work together to find solutions if we listen with empathy and understanding. Let's clarify what is expected of us and the rationale behind the task assignment. Being transparent fosters trust, and trust strengthens our bond as a team.

I've come to realise that authentic leadership is more than just issuing orders in our hectic work environment. It's all about enabling our group to perform to the best of their abilities. I, therefore, began by paying close attention to my team and getting to know their goals, fears, and strengths. Then, I didn't micromanage when we encountered a significant project. Instead, I gave them freedom and autonomy while continuing to help when needed. Yes, there were obstacles in the way, but I saw them as chances to improve. I promoted taking responsibility for one's actions and appreciating each victory, no matter how minor. In retrospect, authentic leadership is about giving others the tools they need to succeed.

Invest in team empowerment through additional training, adequate resources, and necessary guidance. Ensure clarity on responsibilities and expectations to enhance task execution.

Foster a culture of constructive feedback where team members feel comfortable sharing concerns and suggestions. Ensure clarity in expectations and objectives for each delegated task. Encourage autonomy and responsibility, allowing team members space to make decisions and solve problems. Continuously assess team performance and acknowledge and reward efforts and achievements. Embrace a learning mindset, actively seeking opportunities to improve delegation and team management practices.

Business is like a life journey, it is fluid, and it flows every day. So make the change often if need to adjust our decision or the process. It will lead to better delegating our work to the right team members.