How do you guide a manager struggling with imposter syndrome in delegating tasks effectively?

Build manager's self belief muscles slowly, by 1. Make him realized of his strengths. 2. Create opportunities/assignments where he/she can apply these strengths. 3. Celebrate the success 4. Give due credit to him in public 5. Now ask him/her what more/bigger that manager can do. Don't forget to have developmental conversations quite often. Hope it helps.

Encourage the manager to reflect on their achievements and understand that they don’t have to do everything alone. I recommend starting by delegating smaller, clearly defined tasks to their team to build trust and gradually increase responsibility. Offer simple resources or tools to help them outline expectations clearly and support them with feedback and guidance.

Je remarque régulièrement qu'hommes et femmes souffrent autant du syndrome de l'imposteur mais que les manifestations sont différentes. Les femmes ont tendance à afficher en public leur manque de confiance en leurs capacités et leurs doutes tandis que les hommes l'avouent au sein du cabinet dans un espace confidentiel sécurisé. Il en découle dans la pensée collective que les femmes sont plus sujettes à ce syndrome que les hommes qui ont tendance, par leur attitude, leur posture et leur comportement, à masquer leur manque de confiance.

When guiding a manager struggling with imposter syndrome to delegate tasks effectively, I focus on building their confidence and providing practical strategies. I start by helping them recognize their strengths and accomplishments, reinforcing their capability to lead and make sound decisions. Together, we identify tasks suitable for delegation and choose the right team members based on their skills and potential for growth. I emphasize the importance of providing clear instructions, setting goals, and deadlines, and encourage them to trust their team’s abilities, allowing members to take ownership of their tasks. Regular check-ins and supportive feedback are crucial to ensure progress without micromanaging.

Often when you are stepping up in a leadership role, you'll be tempted to do things that make you feel safe - like things you've done before. This is totally normal. The growth comes in this discomfort. This is where your leader needs to provide ongoing coaching. I love using a Learning Loop with clients and team members so that we have a constant focus on what worked, what did we learn, what do we do differently next time. This self-reflection is crucial for building new neural pathways. Knowing your Strengths and playing to those is crucial.

Fostering trust within a team is essential for effective collaboration and overall success. I begin by leading with transparency and integrity, consistently demonstrating honesty in my actions and communications. Building trust requires creating an environment where team members feel safe to express their ideas, concerns, and mistakes without fear of judgment. I encourage open dialogue and active listening, showing that everyone's input is valued and respected. By being reliable and following through on commitments, I set a standard of dependability that others can emulate. Additionally, I recognize and celebrate the contributions of each team member, reinforcing a culture of appreciation and mutual respect.l

La confiance est la deuxième conditions à la délégation , la première etant le volontariat, le confiance inclus la responsabilité et le droit à l'erreur pour le leader !

Building trust within your team is crucial for effective delegation. Begin by leading with transparency and integrity. Delegate small tasks first and gradually increase their complexity to boost confidence in your team’s abilities. This approach not only helps you manage imposter syndrome but also cultivates a positive work environment where every team member feels valued and capable.

Para haver confian?a, é preciso conhecer de forma eficaz sua equipe! Se você conhece verdadeiramente sua equipe, sabe do que eles s?o capazes e com isso sabe até onde pode confiar para cada tarefa em específico! Dessa forma n?o há o medo ou desconfian?a de que os objetivos n?o sejam alcan?ados! Em seguida basta seguir acompanhando os resultados e caso em algum ponto o desempenho de uma caida, você sabe que basta um pouco de motiva??o para que o desempenho volte ao esperado. O segredo é "conhecer" sua equipe a fundo.

Trust building has three stages. Initially, it is rapport. Then you have healthy conversations to have a healthy interpersonal relationship. Every discussion should be taken as an opportunity to share with open mind and honesty.

Training and development is crucial. More companies need intense training programs that not only build manager's skill sets but also their confidence. Also, Leaders must continue to be hands-on with their managers and use monthly supervision properly. We live in a sink-or-swim culture where we really need to get back to the basics.

Developing skills within a team is crucial for both individual growth and collective success. I focus on identifying the specific strengths and areas for improvement for each team member, tailoring development plans to address these needs. This often involves providing opportunities for training, workshops, and access to resources that enhance their capabilities. I also encourage a culture of continuous learning by promoting knowledge sharing and collaboration among team members. Regular feedback sessions are key, where constructive insights are shared to guide progress and celebrate achievements.

Pour réduire le syndrome de l'imposteur, voici 3 préconisations : 1- Exercice du rétroviseur : revisitez vos succès et vos petites victoires et surtout celles qui vous ont agréablement surprises. 2- Adopter les PPP - plus petits pas- vers le changement afin de faire évoluer vos pensées et vos comportements limitants. 3- Pratiquez l'exposition progressive : lancez-vous au début de petits défis pro, une fois que vous que vous y parvenez, augmentez la difficulté. Ces réussites intermédiaires constituent un socle sur lequel vous appuyer et vous permet de monter en puissance de fa?on sécurisée. Ces 3 étapes vous aideront à booster votre confiance et à dépasser le syndrome de l'imposteur.

In the process of delegation providing for skills required to do the task comes as the second stage, immediately after providing required information on the basics of the task. For every task, the team member needs to do learn "How to do?" and then "How well to do?" which stems from practice. As a leader, it is important to know the progress the member is making in acquiring the skill and provide what is needed. Ex. training, hand-holding, motivation,

This is often overlooked - having clear roles and responsibilities and goals. When you have these, it is easier to hold yourself and others accountable, delegate tasks, manage workflow and boundaries. This is such an important foundation for team functioning and supports an environment of trust.

Why does Linked In keep sending me these advice things to write for for them for free? I am not getting paid for this. But I guarantee they will make money off of my efforts to fill these out. At a minimumthey are using these to feed whatever Microsoft AI tool they use. I think we are being exploited, don't you?

Let’s also set a boundary with platforms like LinkedIn that exploit our knowledge for their gain. It’s important to recognize when these platforms are crossing our boundaries and to be mindful of the information we share. By being cautious about how our contributions are used, we can protect our intellectual property and maintain control over our expertise.

As a high-masking, high-achieving autistic woman and coach, I help managers with imposter syndrome delegate tasks effectively by reframing delegation as a strength and normalizing their feelings. I encourage starting small with less critical tasks to build confidence, matching tasks with team strengths, and providing clear expectations and support. Regular check-ins and feedback loops help maintain control while fostering autonomy. Focus on long-term goals, practice self-compassion, and reflect on achievements to combat self-doubt. Seek mentorship, celebrate small wins, and view delegation as a growth and leadership development journey.

La délégation doit se modéliser au minimum par un mail voir une fiche de délégation qui en précise les contours et surtout les indicateurs de performance !

Le feedback et les actes de reconnaissances prennet évidement toute leur intensité s'ils sont issus du collectif, c'est à dire de l'équipe !

An effective leader works on self-improvement only through feedback. Team members feedback on how they rate you in the specific leadership competency can only be the true yardstick that indicates your progress and performance as a leader. In addition to acknowledging or even thanking for each feedback, it is necessary to go back to the same member after you make an effort to improve based on the feedback.

Rien de tels pour dépasser le syndrome de l'imposteur que de donner et de recevoir des feedbacks. Recevoir un feedback ne veut pas dire simplement l'écouter, cela signifie l'intégrer et le prendre en compte. Quand un collaborateur vous dit qu'il admire votre capacité à écouter, à prendre des décisions ou à synthétiser des points de vue. Ne balayez pas son compliment d'un revers de main au prétexte que vous trouvez cela facile ou évident. Il touche du doigt un talent qu'il admire chez vous. Acceptez ce retour, imprégnez-vous en afin de renforcer votre estime de soi. Le feedback est un outil puissant pour éloigner le syndrome de l'imposteur.

Regular reflection on your experiences as a manager is crucial in overcoming imposter syndrome. Allocate time to examine which delegation strategies are effective and which require adjustments. Celebrate successes, no matter the size, and derive lessons from setbacks. This continuous learning process not only enhances your delegation skills but also reaffirms your competence as a leader capable of guiding a team effectively. Embrace self-reflection as a means of growth and validation in your leadership journey.