What are the most common delegation mistakes and how can you avoid them?

Most common mistakes we’ve seen: 1. Don’t micromanage or take on the task without letting them know. Give them the space to do the work and trust that it will get done. 2. When looking at your task list, you must discern what requires your direct attention. 3. In your mind, you have a satisfactory result. Don’t keep this a secret, share it with whoever is taking on your tasks. 4. When asking someone to do something for you, empower them with what you already know. 5. If you’re going to give someone a task, let them do it. Let them be the only one doing it. 6. Delegating to someone you don’t trust will stress you out and might require you to scramble later.

I believe communication is key. 1. Communicating what tasks I need to do: So others know, whats on my plate. 2. Knowing, how much others need to do. Do they have capacity for more? 3. Knowing, what others in the team are capable of or would like to do more off. Just because I don't like a certain, doesn't mean no body likes necessarily.

Un líder no delega porque: 1.- Cree que el lo hace mejor. 2.- Cree que lo hace mas rápido. 3.- Entra la psicología del miedo 4.- Ha tenido malas experiencias 5.- Hay falta de confianza en el equipo

Here it could make sense to communicate tasks in a SMART way. In this aspect with emphasis on the S: specific, A: attractive and the R: realistic. If those are discussed, likelihood for confusion (S), frustration (A,R) or boredom (A) should be reduced. It can feel okay to do boring tasks, as long as one knows what it's good for.

Another common delegation mistake is delegating the wrong tasks. This can happen when you delegate tasks that are too complex, too simple, or too irrelevant for your team members. This can result in confusion, frustration, or boredom. To avoid this mistake, you need to match the tasks with the skills, interests, and goals of your team members. You also need to provide them with the necessary resources, support, and guidance to complete the tasks successfully.

Before delegating tasks you have to understand the strengths of your team and what is the most efficient way to complete. Goal is not just to delegate, goal should be to delegate efficiently

This too can be avoided in part by discussing a task in a SMART way. This time with an emphasis on S: specific (reduce misunderstandings), M: measurable (reduce lack of ownership, as everyone should know, when they are done) and T: time-bond (deadlines are clear - and preferably R: realistic, too ,)

Se delega de forma incorrecta cuando: 1.- Se seleccionan las tareas incorrectas a delegar. 2.- Se elige mal al colaborador. 3.- Se comunica de manera poco clara. 4.- No se otorga autoridad ni recursos suficientes 5.- No se da seguimiento ni retroalimentación.

La comunicación efectiva y eficaz son determinantes para delegar, la eficacia del mensaje y el resultado para obtener una meta, se debe ser claro, preciso y directo acompa?ado de una retroalimentación del mensaje emitido!! ?Me explique bien? ?Que entendiste? ?Que entendiste? ?Me podrás repetir lo que entendiste?... De esta manera se podrá revisar los acuerdos y compromisos creados

Following up is as a way of showing appreciation. The task you did is important enough for me to follow up. How did it go? What was difficult? What can we do differently next time?

Following up on tasks is as important as delegating them, this helps to identify blockers and resolve them at earliest to avoid delays

Create a regular catch up to discuss ideas, progress etc but within framework where the delegatee leads. This is not for micromanagement but to open discussion. Evaluation based on open questions and allow the moments of learning be led by them.

I feel that can go together with 1. I would end the sentence here but I need to write at least 125 characters. Sorry for that

Si no delegamos lo suficiente tendremos sobrecarga de trabajo, nos volveremos cuello de botella, tendremos mas stress, perderemos tiempo en estar viendo detalles, se incumplirán plazos y compromisos y se generará una desorganización por no tener prioridades ni funciones ni procesos claros en la organización.

Delegating when it is too late could lead to ineffective management. Timely delegation is of utmost importance for the success.

In addition, delegating to the wrong person can lead to inefficiencies, delays, and potential errors in task completion. It's essential to match tasks with individuals possessing the appropriate skills and knowledge. However, in the event such a mistake happen, it's an opportunity to learn and refine delegation strategies for future tasks. Addressing the error promptly and adjusting responsibilities can help mitigate negative impacts.