The Dilemma of Delegation

“Delegation is not about getting rid of tasks; it’s about empowering others to help you achieve your goals.”?-Laura Stack

Why do some managers end up working alone when it's time to collaborate with their teams? Through my experience with managers and their teams, I've noticed that the primary reason is often insufficient delegation skills.

The signs of poor delegation by managers can manifest in various ways, such as micromanagement, inconsistent project outcomes, poor communication, and other unfavourable outcomes. Therefore, improving delegation skills is crucial for managers to enhance their organisational effectiveness.

A study by Xiyang Zhang et al., examines the role of delegation in promoting employees' feedback-seeking behavior. The study found that delegation enables subordinates to exercise self-direction and control, providing employees with meaning, perceptions of self-efficacy and self-determination, and the perception that they make an impact, all of which have been identified as key ingredients of empowerment.

Why Should you Read this Article?

Reading this article will take about 8 minutes. As a CEO/Founder, Head of HR, Head of L&D or a manager leading a team, you are likely aware of the importance of delegation. Doing tasks that others should be doing or leading a team of managers who are not utilising their people resources fully is frustrating.

This article explores what makes delegation difficult, why we fail at it and offers 9 techniques to delegate effectively.

If you decide to read this and if this makes sense, share it with others.

Enjoy!

What Makes Delegation Difficult?

Delegation makes us feel that we are giving away control of our project. Our emotions, passion for the project, limiting beliefs and judgment of the other person comes into play.?

Imagine you have a 1-year-old baby. But both the parents are working and need to get back to work. You leave the baby at the childcare centre or with your parents. That does not mean that you have now forgotten about the baby. Instead, you have simply delegated the responsibility of being a parent to a support system. At the end of the day, you are the parent. You will call and check in, hurry back to have the baby back in your embrace. This is the shift that will make delegation easier for you.

Why do Managers fail at Delegation?

Getting over these human barriers requires some emotional intelligence and personal development. It requires taking a good look at ourselves and evaluating how we are dealing with the -

1.? Fear of Failure

Mistakes will inevitably occur in the workplace, and when handled correctly, they can serve as valuable learning experiences to enhance performance, foster innovation, and refine operations. To delegate effectively, managers need to acknowledge their apprehensions and be willing to grant their teams some leeway to make mistakes. Through sufficient development and trust-building, team members are more likely to rise to the occasion rather than falter.

2. Envy of Your Staff Member’s Ability

If you feel a tinge of envy towards a particularly talented staff member whose skills surpass your own in certain areas, it's important to address these feelings internally. Acknowledge and even humorously dismiss any envy you may feel. Once you've intelligently managed your negative emotions, empower your skilled staff member to shine in their strengths. Offer them full credit where due, as their success ultimately reflects positively on you as a manager and leader who effectively harnesses the talents of their team.

3.? I Can Do It Better Myself!

Certainly! While your technical proficiency has played a pivotal role in your organisational success, it's essential to reframe the question: "Is it more beneficial for me to handle this task myself or delegate it to someone else?"

“Delegation is not a sign of weakness, but of strength.” – Steve Jobs

As a manager, your role revolves around processes to achieve organisational outcomes through planning, organising, controlling, and communicating. Effectively fulfilling this role becomes challenging if you're weighed down by tasks others can handle. Invest time in developing your team to take on these responsibilities.

Adjust your expectations to an acceptable performance level. Tasks don't have to be executed exactly as you would. Prioritise empowering your team rather than being overly involved in every task.

4. I Like To Do This Myself!

Absolutely! While certain aspects of any job may be more enjoyable than others, the fundamental question remains: "Should you handle the task yourself, or is it better to delegate it?"

The principle of delegation emphasises that managers should delegate tasks that others can effectively handle. But there are managerial tasks that only you can handle. It's crucial to strike a balance.?

5. I Better Not Give Him Too Much Authority for This Task or I Will Lose Control

Effective delegation involves selecting the most suitable person for the task, which entails assessing their willingness and capability to perform it. Once you've determined that they possess the right attitude and skill level, grant them the necessary authority to carry out the task.

By delegating you are not losing control but you are adding a new skill to your skillset. It will allow you to create the space for deeper and more strategic work. Once your people grow, you will also grow.

“Delegation is an essential skill for any effective leader.” - Daniel Goleman

Why Delegation Matters?

Delegation is a critical skill for managers to master. Effective delegation allows managers to utilise their team's strengths and increase productivity. It allows them to get more done through their people and leads to higher output from the team and success for the organisation.

When a manager can delegate work effectively, organisational stakeholders praise the manager for getting the best out of her people. Higher-level managers take note of this manager's ability to run a productive unit and consider them for higher levels of management responsibility. Conversely, when a manager cannot delegate work effectively, organisational stakeholders criticise them for the inability to use their human resources effectively.?

A study by Helle Riisgaard et. al,? investigates the relationship between work motivation, task delegation, and job satisfaction of general practice staff. The study found that task delegation and job satisfaction seem interrelated, and autonomy is a key factor in this relationship.

What are some effective delegation strategies for managers?

Effective delegation strategies for managers can help overcome obstacles and improve organisational effectiveness. Here are some strategies to consider:

1. Know what to delegate: Not every task can be delegated. Focus on tasks that others can handle effectively, allowing you to focus on strategic priorities.
2. Play to your employees' strengths and goals: Assign tasks that align with your team members' strengths and career goals, increasing their engagement and motivation.
3. Define the desired outcome: Communicate the expected outcome of the delegated task to ensure everyone is on the same page.
4. Provide the right resources and support: Ensure your team members have the necessary resources, training, and guidance to complete the delegated tasks successfully.
5. Overcome common barriers: Address obstacles such as fear of failure, envy of employees' abilities, and believing you can do it better yourself.
6. Express appreciation and provide feedback: Show gratitude for your team members' efforts and provide constructive feedback to help them grow and improve.
7. Monitor progress and results: Regularly check on the progress of delegated tasks and provide support as needed. Evaluate the results and outcomes to identify areas for improvement.
8. Delegate in stages: If you're concerned about losing control or authority, start by delegating smaller tasks and gradually increase the responsibility as your team members gain confidence and experience.
9. Train employees adequately: Ensure your team members are well-prepared for delegated responsibilities by providing adequate training and support.

By implementing these strategies, managers can effectively delegate tasks, improve organisational effectiveness, and foster a more productive and engaged team.

If you want our support in helping your manager develop the skill of delegation and become better leaders fro the world, feel free to reach out on LinkedIn or email me at [email protected] . I look forward to the challenge and the fruitful outcomes we can build together.