You’re a leader looking to improve your delegation skills. What feedback should you seek?

I’m assuming you have a regular meeting with your team. If you don’t do that now, think about starting that practice. The next time you meet with your team, tell them that you’d love to get their help with some things if they have time. Decide which tasks you have the tools me to train your teammates on. Make sure the responsibilities you delegate are not just boring tasks, but also fun and creative ones. Then add to your agenda for every future team meeting a reminder to talk about how the new tasks are going, what folks are learning, and what they would change in each process they learn. You will learn how to delegate, help your employees learn new things and improve the culture in your department, all at once!

It’s always your fault. It’s your life isn’t it? My mentor told me that with this: If it bothers you, do something about it. Many times, people don’t care or think about how things affect you. They are busy trying to avoid getting bad things out of their own life. So ask these questions when delegating. 1. Who can do what needs to be done. 2. How can we get them to start now (momentum). 3. Why do they need to want to do this? Do it in that order and watch your life transform.

Here are some tips for improving your delegation skills: Choose the right person: Select a person with the right skills and ability to complete the task without help. Prepare resources: Provide relevant resources, such as briefings, meeting minutes, and links to a document library. If your schedule is busy, you can appoint a team member to mentor the new person. Delegate according to strengths: Delegate tasks based on your team members' strengths. Instruct your team: Instruct your team members on how to perform the task and teach them new skills. Build trust: Trust is the key to effective delegation. You can trust your team members to execute the task on their own terms, but occasionally check their work.

In my view building future leaders starts with effective delegation & constructive feedback. As leaders ascend higher in their roles, they often have fewer direct responsibilities but greater influence over broader initiatives. Thus, it becomes critical for them to empower their teams through delegation, while also providing guidance & feedback to foster growth and development. Leaders who invest in delegation, effective communication & feedback mechanisms not only empower their teams but also cultivate a culture of continuous learning and development, paving the way for the emergence of future leaders within their organization.

As a leader working on my delegation skills, I need to think about how well I explain tasks, provide what's needed, and set clear goals. I should check if I'm giving my team enough freedom to handle their work and bring value. It's important to ask my team for feedback on how clear my instructions are, if they have what they need, and if they feel empowered to take charge. Listening to their thoughts will help us improve how we work together and make the whole team more effective.

Seek feedback from your team members who receive delegated tasks. Ask them about their understanding of the task, their level of autonomy and resources provided, any challenges they encountered, and their overall satisfaction with the delegation process. This feedback provides valuable insights into how your delegation approach impacts team performance and morale, allowing you to make targeted adjustments to enhance effectiveness and satisfaction.

Go beyond simple "yes" or "no" answers. Ask open-ended questions that encourage your team to share their perspectives and thought processes behind their work. Here are some examples: "What were the biggest challenges you faced while completing this task?" "How do you think this project could be improved?" "What additional resources or support would have helped you be more successful?" By actively listening to their responses, you can gain valuable insights into their strengths, weaknesses, and areas for development. This feedback loop not only helps you refine your delegation approach but also fosters a culture of trust and transparency within your team.

Solicit feedback from your team on delegated tasks by asking about goal clarity, alignment with skills, autonomy, and support levels. Inquire about their experiences with feedback, recognition, and how delegation impacts motivation and performance. By listening to your team's input, you can tailor your delegation style to better meet their needs and preferences, fostering a more productive and engaged workforce

Ask and be prepared for feedback that is honest, authentic, and constructive. Look for insights on your delegation approach, communication style, and clarity of instructions. Additionally, ask about team members' perceptions of their roles and responsibilities, as well as their level of autonomy, support and their preferred communication style. This feedback will help you identify areas for improvement and tailor your delegation strategy to effectively empower and motivate your team.

Since you already have great relationship and trust from your team members invite them to honest conversations where you let them give you input on how you delegate, what you can improve on and if they think you delegate enough/should do it more.

Solicit feedback from your peers based on their observations of your delegation practices and interactions with your team. Encourage them to provide insights on how effectively you communicate tasks and expectations, empower team members, and foster accountability and collaboration.

Go beyond "good job" and "needs improvement." When seeking feedback from peers, ask specific questions that delve deeper into your delegation practices. For example: "Have I been clear about the task expectations and deadlines?" "Do you feel empowered to make decisions and take ownership of your assigned tasks?" "Is there anything I could do differently to better support you in completing your delegated work?" By posing targeted questions, you can gain valuable insights into your strengths and weaknesses as a delegator, allowing you to refine your approach and build trust with your team.

Gain insights from peers on delegation practices by discussing best practices, pitfalls, and balancing factors like control, trust, and empowerment. Explore methods for measuring and enhancing delegation impact on teams and organizations. Leveraging peer experiences helps in coping with delegation challenges and refining personal competencies. Benchmarking delegation performance and exchanging ideas with peers facilitates continuous improvement and innovation in delegation strategies.

Gathering feedback from peers on delegation practices is invaluable for understanding different approaches and outcomes. Engage in discussions about best practices and pitfalls in delegation, strategies for balancing control and autonomy, fostering trust and accountability, and methods for empowering team members while providing necessary guidance. Additionally, explore how they measure the impact of delegation on team performance and organizational goals. Sharing experiences can also reveal ways to handle common challenges and refine your delegation skills. Through peer feedback, you can benchmark your delegation techniques against others', gain new insights, and identify areas for improvement.

Lead up, then lead down. Most people say “I never get feedback.” I say “did you ask for it?” What do you think the answer to that question is. Look, if you ask - you will get told and even though it’s an opinion - if it’s your supervisor, their opinion matters. Lead my telling them you need feedback, and then ask when you can get it.

Request feedback from your supervisor on delegation outcomes, focusing on alignment with organizational goals and strategy, effectiveness in achieving desired results, and utilization of team potential. Assess consistency, transparency, and leadership in delegation methods. By valuing supervisor feedback, align delegation practices with organizational culture and goals, demonstrating accountability and leadership potential.

Find out if you have trust issues? Are You a perfectionist? Do you have to fear what the employees will learn and start their own business? What if they overrule me? Am I too bossy? Going into complicated solutions never solves the problem. Simplicity is sustainability. ??

You can learn the most by observing how your supervisor delegates effectively. What she or he does is better than what they say.

Seeking feedback from a supervisor is crucial for leaders looking to improve their delegation skills. This type of feedback provides insights into how well the delegation of tasks aligns with the organization's vision and strategy. It helps evaluate the effectiveness and efficiency of the delegated tasks in achieving the desired results and maintaining high standards. Furthermore, a supervisor can offer perspectives on the leader's ability to leverage the team's potential and diversity, as well as the transparency and consistency of their delegation methods.Valuing feedback from a supervisor enables leaders to better align their delegation practices with organizational goals and culture, showcasing their leadership potential.

In my experience to enhance your delegation skills, focus on obtaining feedback in key areas: Ensure your instructions are clear and tasks match the team's skills and workload. Verify if they had the necessary support and felt empowered to make decisions. Assess if your feedback was constructive and if communication was effective. Determine if the tasks provided learning opportunities and if the team felt psychologically safe to take risks. Check your flexibility your agility in adapting to changes and how your delegation methods impacted team morale. Addressing these areas can significantly improve your delegation approach, empower your team, and positively influence the work environment and support inclusion and wellbeing of team.

Just do it. Nike got it right - now it’s your turn. You will be surprised at much more you can accomplish when people are empowered to help you and your team. Deeper - empower others to delegate. Said another way, make leaders by giving them something to do and step back expecting a result. You may just be very surprised at what happens.

Based on my learnings and experience- Art of delegation is an act of leadership. Managers who want to excel in their careers and take businesses to new heights, should consider the following; 1) Recruiting the right talent ignites the power towards success 2) Putting the right people for the specific roles propels growth 3) Training and mentoring the team promotes learning 4) Delegating responsibilities leads to excellence 5) Encouraging feedback and discussions leads to development and innovation 6) Encouraging your team to take decisions leads to empowerment 7) Empowerment of teams leads to the heights of achievement 8) Promoting an empathetic culture, leads to unity and respect.

I apply this powerful tool to identify what, whom and how to delegate: the Skill-Will Matrix! Assessing both competency & motivation is key to effective delegation for leadership. The Skill-Will Matrix helps managers identify where team members stand and how to best support them: Empower - High Skill, High Will: These top performers are ready to tackle challenges. Coach - High Skill, Low Will: Offer support,recognition to reignite their passion. Provide resources - Low Skill, High Will: Invest in their development; they're eager to grow. Micro manage - Low Skill, Low Will: Provide guidance & resources to help them improve. By leveraging this matrix, leaders can tailor their approach, nurture talent, & drive team success. #Leadership

Request information regarding your approach to communication throughout the delegation process. Determine if it fosters an environment of encouragement, support, and cultivates positive working relationships. Examine the effectiveness of establishing a feedback loop during and after task completion. Gain insights into your proficiency in allocating the required resources for delegated tasks. Ensure that team members are equipped with the necessary tools, information, and support to achieve success. Inquire about your adaptability in adjusting the delegation approach to accommodate individual preferences, strengths, and changing circumstances.