You're planning a community outreach event. What are some common delegation mistakes to avoid?

Not everyone is the same. So before you delegate ask yourself am I setting the other person up for failure or success. If the person you are delegating too is proactive and experienced then ‘lead from the back’ meaning empower them and give only broad direction , let them find their own way. If the person is not as experienced but is willing to learn then ‘lead from the side’ , play the role of coach and motivator. If the person is very green and not proactive then you should either adopt a more ‘telling’ or ‘do as i say’ approach or don’t even delegate that aspect in the first place. So delegate wisely and appropriately

In the context of task delegation, defining roles is akin to setting the stage for success. Clearly communicating the goals, expectations, target audience, success metrics, deadlines, and budgets becomes pivotal. Without such clarity, the team might grapple with confusion and inefficiency, potentially misunderstanding their roles and priorities. Establishing this shared vision is not just a procedural step but a vital aspect, ensuring a cohesive and effective collaboration among team members.

Trusting your team's individual capacities empowers them to take ownership of their work and excel autonomously. It acknowledges their expertise and fosters a culture of accountability, where each member feels valued and respected. Conversely, micromanaging stifles creativity and innovation, as team members may feel suffocated by constant oversight. By fostering trust, you not only boost morale but also cultivate a collaborative environment where ideas flourish, productivity soars, and team cohesion strengthens. Avoid micromanaging in an outreach event.

One thing I've found success with is operating from a strengths-based approach. Everyone has something they are great at and are able to self-identify that strength to contribute to the team. Giving everyone an opportunity to claim their area of strength, collaborate from that perspective and then identify where there are some gaps that can be filled collectively helps communication, collaboration and building a high-functioning team. When this approach aligns with passions and purpose, the opportunities are endless. This keeps one person from being a micromanager and offers some organic engagements amongst the members of the team. That's not to say that there can't be some checks and balances put in place to ensure nothing gets missed.

In the context of matching tasks with team members' skills, it's crucial for promoting engagement and growth. Assigning responsibilities aligned with strengths, interests, and development goals creates a positive work environment. Understanding your team, assessing competencies, and delegating tasks that balance challenge and achievability enhances the quality and efficiency of their work. Additionally, there's an opportunity for continuous skill development. Identifying missing skills and providing targeted training not only addresses current needs but invests in the long-term growth of the team, emphasizing the importance of customized delegation for overall success.

If there is no track record with an event or it’s clear processes are outdated and inefficient, it’s important to work with volunteers and staff to show why the proposed new methods or ideas will be better. Without buy-in, the one-time event may end up being an improved success, but long-term collaboration could be hindered if all parties can’t agree on working together. Sometimes more delegation is needed to earn the buy-in and other times working with team members to train or show new methods ensures the desired outcome and helps future independent work.