Here's how you can identify when it's time to delegate more tasks in your career.

Delegar é crucial quando se sente sobrecarregado, pois ajuda a manter a qualidade do trabalho e aumenta a produtividade. Identifique tarefas que podem ser transferidas e concentre-se nas que exigem sua aten??o exclusiva. Isso n?o só melhora a gest?o da carga de trabalho, mas também evita o desgaste e promove um ambiente de trabalho mais eficiente.

In case one or more of the following statements come to mind regularly it is time to delegate. a) I am constantly overloaded and behind schedules. b) My team is always changing. Training them is no use. c) One cannot find good people these days. d) People I work with do not understand the job. e) They have no experience. I can do things faster. f) When I ask someone else to do the job it never happens on time. And they make too many mistakes. h) Better to do it myself. If I don’t step in things never happen properly. j) If I don’t do it what will the world think of me?

Desde hace mas de dos décadas lidero y capacito equipos. En este proceso aprendí que delegar tareas de manera efectiva es esencial y saludable para quienes lideramos y para el éxito de nuestros equipos. Es relevante definir claramente las expectativas así como proporcionar instrucciones precisas. Por último, fomentar la autonomía a través de dar feedback constructivo es clave para el desarrollo del equipo. Permitir que los integrantes trabajen con cierta independencia no solo aumenta su creatividad e innovación, sino que también les brinda un sentido de pertenencia y responsabilidad sobre su trabajo. Esta combinación de claridad, apoyo y autonomía crea un entorno donde los equipos pueden prosperar y alcanzar su máximo potencial.

Identificar quando é hora de delegar mais tarefas em sua carreira é crucial para manter a eficiência e promover o crescimento profissional. Se você está sobrecarregado, notando queda na qualidade do trabalho, gastando muito tempo em tarefas repetitivas, sem tempo para planejamento estratégico, ou perdendo o equilíbrio entre vida profissional e pessoal, é hora de delegar. Delegar pode também beneficiar o desenvolvimento da sua equipe, aproveitando suas habilidades específicas e melhorando a contribui??o coletiva para os objetivos da organiza??o.

Yep, the Eisenhower 2 x 2 matrix has always been my go-to approach. The Eisenhower Prioritisation Matrix categorises tasks into four quadrants: 1. Urgent and Important (do immediately), 2. Important but not Urgent (schedule for later), 3. Urgent but not Important (delegate to others), 4. Neither Urgent nor Important (eliminate altogether). This method helps to prioritise tasks based on their urgency and importance, enhancing overall productivity and time management.

En effet, vous devez commencer par lister l'ensemble des missions que vous avez à réaliser. Ensuite, hiérarchisez-les pour déterminer les taches importantes, urgentes et secondaires. Mais, vous devez garder sous votre responsabilité les missions les plus urgentes et aussi le contr?le du premier niveau

Periodically, perform an assessment of your regular tasks to identify which of these can be delegated to others. You know it's time to delegate when you have the feeling that certain tasks are getting in the way of your ability to perform other, more important tasks. Those things that are in the way, are your candidates for delegation. Keep the things that only you can do. Keep the things that you want to do in order to progress, learn and grow. Delegate the things that anyone can do easily. Delegate the tasks that are taking up time you should be devoting to other things. Using an Eisenhower Matrix can help you to identify the level of each task so you can make decisions about which things to remove from your plate.

If you are struggling to complete certain tasks because they require skills or expertise that you don't have, delegating those tasks to someone with the necessary skills can help ensure that they are completed successfully.

Delegar trabajo es importante por dos razones principales: maximiza la productividad personal y demuestra al equipo que confías en ellos para las tareas importantes. El grupo es más poderoso que el individuo. Al delegar de manera eficaz, pueden lograr más juntos como equipo que cada uno por su cuenta. Comprender las prioridades y la dificultad de las tareas hace que sea más fácil delegarlas. Si algo es de alta prioridad, tú o alguien más en el equipo debe hacerlo pronto. Según el tipo de trabajo, puedes tomar la decisión de hacerlo tú o delegarlo.

Como HRBP, eu procuro lembrar sempre que a nossa principal fun??o é alinhar a estratégia de recursos humanos com os objetivos gerais do negócio. Quando as tarefas operacionais consomem o tempo dos líderes, isso pode desviar o foco das metas estratégicas. Ao delegar essas tarefas, garantimos que a lideran?a possa se concentrar em direcionar a empresa para o crescimento e a inova??o. Lider tem que sair do Operacional.

I have too much on my plate! This is a familiar common theme that most leaders experience. I work with my clients to help them tackle this phenomenon as an opportunity. As a leader, it's crucial to analyze what's on your plate and delegate tasks that don't align with your strategic vision or inspirational role. Daily tasks like answering emails and other tactical tasks, can distract from the bigger picture. Identify tasks that can be handed off to others, providing them with growth opportunities. Recognize that sometimes, these smaller tasks can be a way to avoid focusing on larger goals. Map out the importance of each task, and assign them to team members ready to grow, allowing you to concentrate on leading and strategizing effectively.

A administra??o do dia-a-dia também pode e deve ser delegada, liberando o líder para focar em resultados mais específicos. Isso n?o significa deixar de acompanhar e orientar o colaborador, mas permitir que ele execute tarefas essenciais de administra??o sob supervis?o e orienta??o. à medida que a confian?a mútuas crescer novas delega??es poder?o ser feitas, permitindo que essas tarefas sejam executadas em rodízio. Assim, novos membros poder?o executá-las também, trazendo oportunidades de crescimento profissional para todos os colaboradores.

One of my clients got promoted to become a manager and she told me that she is so overwhelmed and that she wants to give up the position. I took a close look at her day-to-day work life and realized that she was micro-managing her team members. She told me that since they've made few mistakes already, she couldn't trust them and would rather do their jobs by herself. And sooner or later, she found out that both her team's performance and her leadership performance dropped significantly as no one is actually doing their jobs. This happens often to fresh-leaders who find hard to to adjust their scope of work and the first step to this strategic focus and delegation is to clarify their roles and expectations.

E necessário ter uma postura vigilante a respeito das atividades diárias para n?o perder o foco no que é essencial e estratégico para atender nossos objetivos de carreira. Muitas vezes fazemos certas atividades operacionais porque nos é confortável e nos dá seguran?a, contudo n?o nos direciona para o crescimento e evolu??o. Para me manter nos objetivos essenciais fa?o semanalmente uma checagem das atividades que me levaram aos meus objetivos neste período de tempo para enxergar claramente o que deve ser delegado ou n?o deve mais ser feito. O autoconhecimento é fundamental para que seja possível perceber rapidamente o que está tirando a aten??o no que é essencial. A disciplina e constancia s?o grandes aliadas neste processo.

Delegate based on competence, capacity and motivation. Make sure you set clear expectations, check in and create an environment where they can come to you for help. Remember people need heat experiences to grow and expand their skills and leadership capability. Now go find your own heat experience!

A equipe funciona em conjunto, porém há habilidades individuais que podem contribuir no todo. O segredo é avaliar cada membro quanto sua maturidade tanto em conhecimento quanto emocional/comportamental. A uni?o destes requisitos podo destacar talentos com habilidades diferenciadas e promovendo o espírito de equipe levará ao sucesso. Se cada um dá o seu melhor e compartilha com todos, o caminho fica mais leve. Líder, n?o basta delegar atividades, conhe?a primeiro sua equipe!

Delegation is an opportunity to build confidence and capacity in the individuals on your team. Allow them to stretch and grow as they embrace new challenges. It is also an opportunity to review an employees career goals, current workload, and task alignment.

Avaliar a capacidade e habilidades da equipe antes de delegar é crucial. Isso garante que as tarefas estejam bem alinhadas com suas competências, evitando sobrecarga. Uma delega??o apropriada aumenta produtividade e moral, fazendo com que a equipe se sinta confiável e competente, melhorando o desempenho geral.

A feedback loop is a must for the manager and the team person taking on tasks. It allows for clarity of expectations, timeframes and effectiveness. Delegation monitoring allows for early discussion to clarify issues and to give positive feedback or constructive criticism. Communication is key with delegation. Often the manager is assessing the skill set as well as the capacity of the team member to efficiently deliver the task. It also provides an opportunity for the team member to give feedback in a scheduled time. That ensures they have attempted the task and can speak to the pros and cons of the additional task. Transparency ensures!

El feedback es uno de los aspectos más relevantes a la hora de delegar tareas. En mi experiencia, no alcanza con explicar cómo se realizan y qué se espera, ya que siempre habrá alguna duda al momento de llevarlas a cabo. Es importante que esta retroalimentación tenga varias etapas durante el proceso para medir la efectividad, saber si hacen falta otros recursos o formación y anticiparse a errores evitables. Asimismo, es útil desde el punto de vista motivacional ya que no solo se trata de revisar cuestiones a mejorar o realizar correcciones sino también de destacar puntos positivos de la tarea y/o del producto.

Delayed feedback (or no feedback) is a recipe for disaster when delegating. People don't know what they don't know. Nothing is worse than someone assuming they are doing a task correctly. To grow skillsets and to achieve the goal of tasks being completed efficiently and effectively, staff new to a task need feedback. Feedback is also good for encouragement to have staff take on more responsibility and ownership of tasks.

Feedback y feedforward como herramientas de desarrollo y que contribuyen también de forma directa a la generación de confianza en el equipo

Delegation is essential as it helps build trust between teams and stakeholders. It helps fosters accountability and quick learning process.

One thing I found helpful was accepting that there will be bumps on the road, however long term picture is there’s more empowerment and ownership/accountability in the team. Giving the opportunity to build trust also gives responsibility which can earn better engagement in work for the team

Comhecer a capacidade individual de cada membro da equipe n?o é apenas responsabilidade do líder, mas também sua essência. O líder deve delegar e também acompanhar a execu??o das tarefas, inclusive orientando de acordo com a sua vis?o, porém sem deixar antes de escutar e entender a vis?o do seu colaborador, pois novas ideias e pontos de vista precisam ser cuidadosamente avaliados já que ninguém deve se considerar dono da verdade! A cada tarefa delegada e bem sucedida deve-se seguir novas delega??es subindo um nível, de modo que uma grande equipe seja assim construída. Aumentar o nível de delega??o também faz crescer o nível de lideran?a e confian?a mútuas, sendo benéfico para todos os envolvidos.

Empowering your staff by delegating responsibilities builds a stronger team with a sense of ownership and accountability. It is one thing to say "we are a team" and it is another to truly act like a team. Team members can rely on each other when delegated tasks are completed successfully.

Avalie suas tarefas e identifique quais podem ser repassadas para outros, permitindo que eles assumam mais responsabilidades e cres?am profissionalmente. Esse processo n?o apenas alivia sua carga de trabalho, mas também cria um ambiente colaborativo e de confian?a mútua. Quando sua equipe sente que você confia nela, a motiva??o e o desempenho aumentam, levando a resultados melhores e a um ambiente de trabalho mais positivo.

For me delegation is also about unblocking myself, and giving higher level / purpose - driven work to a team member. While it builds trust, it shapes how someone can think and learn better, in an expedited way. Of course, this means you have to spend sometime in sharing feedback and keeping track of the team member, but it’s worth seeing them grow and build themselves soon, than for them to wait for you to give tasks to execute. Again, that’s my style and view and every person is different when it comes to delegation.

As a manager, embracing delegation is essential for productivity and team development. Hesitation often arises from doubting your team's abilities, fearing they can't match your performance. To overcome this, recognize that delegation allows you to focus on strategic tasks, trust your team’s potential, and empower their growth. Provide clear instructions and necessary support, focusing on results rather than methods to encourage innovation. Allow flexibility in task execution and avoid micromanaging. By doing so, you foster a culture of trust and continuous improvement, enhancing overall efficiency and creating a more motivated, capable team.

If you ever hear yourself saying "it'll take too long to explain how to do X thing, I'll just do it myself" - that's precisely when you should consider delegating. Especially if you're a leader of team, because within your realm of responsibilities falls the growth and development of your team. If you don't let them try (with your guidance), make mistakes and learn from them - then you're not fulfilling all of your leadership responsibilities. You might be hoarding power without even realising it. I'm not saying it's easy, and yes it's going to take 3x longer the first time, but it's worth the benefit to both your team, and to your future capacity.

Examples I’ve seen involves recognizing signs of overload and understanding your role’s strategic focus. If you’re consistently working long hours, missing deadlines, or feeling overwhelmed, it’s a clear indicator that delegation is necessary. Evaluate your responsibilities and identify tasks that others can handle, freeing you to concentrate on high-impact activities. Trust your team’s capabilities and provide clear instructions to ensure successful delegation. By delegating effectively, you enhance productivity, foster team growth, and maintain a healthier work-life balance.

As a manager, it's important to recognize that each employee not only has their own strengths and talents, but motivations as well. For instance, you may have two team members who are wholly equipped to complete a task. When deciding to whom you should delegate, consider which person might see it as an exciting challenge, and which might see it as a chore. On that note, think about whose career growth or career trajectory could benefit from taking on a task. Doing this will also shift your mindset from one of stress or overwhelm to a more calming one of helping and mentorship.