Delegation for Team Empowerment
Delegation is an underutilized tool in the CEO transition process that can help settle the executive team into their new reality between the interim and incoming CEO. As an interim CEO, dividing up your lower priority tasks to those within your team who are most capable of taking them on frees up your time and energy to focus on the specific leadership responsibilities you?are responsible for. Each individual within the executive team has been hired for their specialized skills and knowledge. Leveraging these talents tells them their expertise is invaluable to the organization. This is an easy way to build trust and confidence between you and your team, thus fostering a healthy culture of empowerment the team can take forward when the new CEO eventually arrives.
You are already here to facilitate a smooth transition; delegating tasks at this stage further eliminates any unnecessary roadblocks the incoming leader might have within their first 100 days in the role.
Delegating tasks ensures the team’s success in shifting from the former CEO and towards the future of the organization.
It also eases knowledge sharing, preventing crucial information from falling through the cracks when the CEO leaves. Directions on how certain processes are carried out can be passed on to individuals who have the skills to carry them out. When the workload is divided amongst those who have the capacity to take it on, it lowers chances of burnout and preserves your team’s mental health through this busy transition period.
Here is how you can empower your team through delegation during the transition period:
Focus on high priorities––Just because a task isn’t a high priority for you, doesn’t mean it won’t be for someone else on your team. Involve your team in the delegation process by identifying which tasks align with each individual’s roles and responsibilities. You can fill your own skill and knowledge gaps about the organization’s operations by leveraging your team’s expertise.
By keeping the team actively involved in the delegation process, you also have the opportunity to assess everyone’s workload and check in on their mental health.
Who can take on more? Who would benefit from taking on less? This builds capacity by balancing not just your workload, but everyone else’s as well, effectively allowing everyone to focus on their main objectives. It takes the weight of day-to-day operations off your shoulders, knowing you leave the organization in capable hands. It's impossible for any leader to take on everything at the top. So, delegate what you can to free up your focus on things that matter the most.
Contribution and autonomy––Delegating tasks to your team allows everyone to contribute and take ownership of their responsibilities. Often, tasks are stalled when permissions are bottlenecked to the CEO.
When team members have autonomy to make their own well-informed decisions, it cuts out the middle person and makes operations that much smoother.
Letting them make their own decisions regarding tasks that align with their strengths tells them that you trust them and believe in their competence in their work. This opens up a whole new world of fresh ideas, as people feel comfortable contributing more often. The psychological safety you cultivate through delegation in this way sets up the incoming CEO well to build upon the foundations of an already healthy organization culture.
Clarity––The most important part of delegation is clarifying your expectations.?This is not about dumping work on an individual without explanation. They need to know what success looks like within the outcomes you wish to achieve. Give them the tools and resources to properly take on the task. Explain the task within the context of both their role and the goals of the organization at large. They should have enough information to competently do the work themselves. Don’t dictate how they reach the end goal.
Allowing them to come to an end result with their own unique process encourages continued learning as well as normalizes failure, as both lead to creative problem solving and innovative thinking.
Delegation not only eases leadership transition but can be the key to unlocking your team’s full potential. By entrusting your team with meaningful responsibilities, you empower them to grow and take ownership of their roles. This lightens your load as a leader and fosters a supportive culture your team can take with them into the next phase of the organization. With thoughtful delegation, you’re building a stronger, more resilient team who will be able to handle just about anything the future brings.
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Further Reading
From Control to Growth: Mastering Delegation, Fluency Leadership
Stop Feeling Guilty About Delegating, Harvard Business Review
How to Delegate Effectively: 9 Tips for Managers, Harvard Business School
6 Benefits of Delegation (+ Why Most Leaders Under-Delegate), Your Thought Partner