Empower Your Team: Use Your Delegating Authority for Employee Development

We've all experienced the temptation to handle tasks ourselves rather than delegating tasks to others. It's a common tendency supported by research showing that people often struggle with relinquishing control. However, holding onto tasks instead of delegating can lead to burnout and stifle opportunities for your team members' development.

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While taking on responsibilities personally may offer temporary relief, it can eventually become overwhelming or unfeasible in the long run. As emphasized by experts at HBR (Harvard Business Review), delegation plays a crucial role in distinguishing between a leader and an overwhelmed contributor. Moreover, it provides you with additional time to focus on tasks that align with your unique skills rather than those which could be handled by someone else.

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The significance of delegation for leaders extends beyond personal benefits such as preventing burnout; it also influences the growth of your colleagues and team members. By neglecting delegation, you limit the learning opportunities available to your coworkers and team members.

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Professionals are eager to acquire new skills, making delegation pivotal in providing them with such opportunities. Consequently enabling them feel empowered, motivated while being inspired towards delivering their best work. It’s essential today more than ever before that professionals consider strategic engagement through task delegation as an avenue for fostering their teams’ growth.

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Here are some steps you could follow:

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Step 1: Expand your task list

Upon reflecting about potential tasks worthy of being delegated – if this seems challenging due to feeling like none should be transferred- enhance this list further. Fill any gaps received from asking yourself questions such as “What have I been delaying?” or “What recent responsibilities have been consuming unnecessary amounts of my time?” These serve as prime action items where transitioning them to the right person will not only save you precious time but also provide opportunities for your team to learn.

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Step 2: Consider individual development goals

Consider the growth objectives of each team member along with their career aspirations while prioritizing tasks accordingly. By taking into account individual development goals, you can ensure that tasks are aligned with personal ambitions. This approach not only fosters professional growth but also enhances overall job satisfaction for employees.

One of the first steps in this process is to have open and honest conversations with your team members about their individual development goals. What are their long-term career aspirations? What skills do they want to develop? What experiences do they want to gain? By understanding these aspirations, you can tailor the tasks you assign to better support their growth and development.

For example, if a team member is interested in taking on more leadership responsibilities, you can delegate tasks that allow them to hone their decision-making and people management skills. If another team member is looking to improve their public speaking abilities, you can assign them tasks that involve presenting to clients or leading team meetings. By taking the time to consider these goals, you can empower your team members to not only contribute to the team but also work towards their own career ambitions.

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Step 3:? Attempt project ownership over assigning tasks

Attempt transferring project ownership rather than simply assigning responsibilities because it produces autonomy development along with increased commitment levels among employees.

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Assigning project ownership over delegating tasks encourages your team members to think critically about the project's requirements. This can lead to more strategic task assignments and ultimately improve the overall efficiency and quality of the project. Furthermore, it fosters a sense of collaboration and unity within the team, as members work together to determine the best approach for task delegation.

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By delegating through project ownership, team members can leverage their strengths and skills, leading to higher-quality work. When team members are actively involved in task assignment, they are more likely to feel valued and respected, leading to a positive work culture. They are also more likely to take initiative, think critically, and problem-solve independently.

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It's important to note that giving project ownership over assigning tasks does not mean abandoning managerial oversight. Rather, it involves striking a balance between autonomy and support. Managers play a crucial role in providing guidance, setting expectations, and ensuring that the overall project goals are met. By empowering employees to assign tasks within a framework of clear objectives and expectations, managers can foster a sense of autonomy while maintaining accountability and alignment with the broader organizational goals.

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By strategically leveraging these principles of successful task allocation you ensure both individual employee development along with overall workplace effectiveness!

Mary Ann Samedi is a seasoned talent development consultant, instructor, facilitator, leadership coach, and the creator of Set to Lead, a leadership podcast and team leader toolkit. She enjoys helping busy leaders to accelerate leadership influence, improve team impact, and realize team retention without overwhelm. For more team success and growth strategies, visit https://www.settolead.com .