Here's how you can decide which tasks to delegate and which to handle yourself.

One should delegate routine, time-consuming tasks like data entry, scheduling, and initial lead qualification to free up your time to focus on tasks that require your unique expertise, such as closing deals, building key client relationships, and strategic planning. Also consider team members' strengths and workloads when delegating to ensure efficiency and quality.

Whenever there's a task that someone else can do better and faster, I delegate it. It's crucial to understand each other's strengths and weaknesses to ensure we work perfectly and efficiently.

Skills and Time: For me, it's about skills and time. If someone on the team has the expertise to do something faster and better, that's a prime candidate for delegation. It frees me up to focus on my strengths or tackle urgent tasks. Project Importance: I might monitor some core projects more closely, especially if they're critical or align with my long-term goals. Capacity and Trust: Of course, I need to delegate to someone with the capacity and the skills to handle the task. Trust is also important – I need to feel confident they can deliver.

Strategic aspects: value creation, marketing objectives, human relations Non-strategic aspect: repetitive tasks, tasks that can be systemized One focus should be on strategic aspects, which are value creation and marketing objectives, not forgetting to mention Human relations (to understand the strengths and weaknesses of the team deeply and to make a strong connection between colleagues to build an army of evangelists), because at the end we're working with and for human Meanwhile, lower strategic aspects such as repetitive tasks or tasks that can be systemized should be delegated.

Delegating not only ensures productivity but also helps develop the team directly and encourages autonomy. However, it's essential to ensure what goes and what stays: having a clear understanding of each team member's strengths and experiences is one direction, but determining complexity also helps. Here, you can apply the Pareto principle (where 80% of effects come from 20% of causes) to not only understand the area more strategically but also to comprehend what should be under your responsibility.

Strengths-Based Delegation: Delegate tasks to team members who possess the skills and experience to excel in those areas. This ensures the tasks are completed efficiently and to a high standard. Building Expertise: Consider delegating tasks that allow team members to develop new skills that benefit both the individual and the team as a whole. This fosters a culture of continuous learning and growth.

One thing I found useful is that when you delegate it helps to reach your goal or target on time.furthermore you motivate your team to know that they are valuable as well with the skills they bring in. There are times when you will struggle with a lot of tasks,if not delegated you can have a shoddy work or fail to meet deadline. It's important to delegate that it will free up your time to do other things.

??Time Analysis for Delegation: Before delegating, consider how much time each task takes. Could that time be better spent on activities only you can do? ??Delegate Time-Consuming Tasks: If a task is lengthy but doesn't require your specific expertise, delegate it. ??Focus on Strategic Planning: By freeing yourself from time-consuming tasks, you can dedicate more time to strategic planning and other high-value activities that drive marketing success.

Time-Consuming Tasks: Delegate tasks that are highly time-consuming but don't require your specific expertise. This frees up your time to focus on strategic initiatives that drive growth. Time-Sensitive Projects: Consider your workload and deadlines. Delegate tasks that require immediate attention to someone with the capacity to complete them efficiently.

Cost implications are not solely about cheap or expensive aspects but much more about delivering quality that ends in a result. Whether outsourcing or assigning tasks to a team member, when it comes to delegating tasks, the most effective cost strategy is achieving a good result. Think about the right man in the right place!

Cost Considerations: In some cases, delegating a task may not be cost-effective. Evaluate if it's more efficient to handle the task yourself or invest in training a team member to take it on in the future. External Resources: Consider outsourcing specialized tasks to freelancers or agencies if it's more cost-effective or allows your team to focus on core marketing activities.

Critical Tasks: Don't delegate tasks that are mission-critical or directly impact your brand reputation. These tasks may require your direct oversight and control. Phased Delegation: For complex or sensitive tasks, consider a phased approach. Delegate initial research or groundwork, then review progress and handle the final decision-making yourself.

??Not All Tasks Are Created Equal: Acknowledge that some tasks are inherently riskier to delegate than others. ??Assess the Risk: Evaluate the potential consequences if a delegated task goes wrong. ??High Stakes, Keep it Close: If a task requires deep knowledge of your business or has critical consequences for your campaign, it's best to handle it yourself. ??Less Risk, More Delegation: For less critical tasks or those where mistakes can be easily fixed, delegation becomes a safe way to free up your time without significantly increasing risk.

Knowledge management within the team should always be prioritized to ensure a leveled and collaborative team. Valuing individual expertise and encouraging team members to share and instruct others is not only necessary but also motivates the employee. However, it shouldn't stand alone: there should be a clear schedule for individual talent development within the team, feedback loops, and a lifelong learning agenda for the entire team. If training and organization are consistent and prioritized, less time is spent on more complex situations that require faster responses.

??Empowering Your Team: Prior to delegating, equip the team member or team with proper training for the task. This ensures they can handle it competently, minimizing your need for supervision. ??Focus on Strategic Work: By investing in training, you free yourself up to focus on more strategic marketing work. ??Building a Skilled Team: Training fosters a more skilled and independent team. This is crucial for scaling your marketing efforts and building a sustainable operation that doesn't solely depend on your input.

In considering delegation I try to balance the needs of the specific project/task with the need to create effective and productive coaching situations. Assuming the project/task is not urgent mission-critical and only my expertise can address it, I prefer to engage internal staff to help them elevate their game, and learn how to adjust their skillsets as they tackle new challenges. Coaching in real time with real projects is more effective for staff development than dry discussions and training. My mandate as a leader is to give my team opportunities to grow and succeed.

Another point that should not be overlooked when delegating is the team's career plan. Tasks that can be seen as challenges but are aligned with career aspirations (if they have low impact and can be delegated) should be prioritized. Individual results and achievements incentivize performance and engage teams!

Team Member Development: Delegation can be a powerful tool for team member development. Delegate tasks that are challenging but achievable, allowing individuals to learn and grow their skillsets. Communication is Key: Maintain open communication channels with team members you delegate tasks to. Provide ongoing feedback and support to ensure they are on track and address any concerns promptly. Scalability and Growth: As your marketing efforts or team grows, re-evaluate delegation strategies. Tasks you previously handled yourself may become more suited for delegation, freeing up your time to focus on leadership and strategic growth.

The most important thing I learned is that you are as good as the team you have. Make sure you hire people who know more than you and are more intelligent and capable than you, and let them thrive. Your work is ensuring they can do their work by setting the right KPIs, priorities, and expectations, so don’t hesitate to delegate as long as you delegate the right task to the right person.

While I agree with most points, I also feel that sometimes supervisors can be greedy when assigning high-value work to subordinates. In most cases, managers lack trust. Even when they have too much on their plate, they still want someone to replicate their voice and style in the task. So, before you prepare your team, it's important to prepare yourself.