Additionally, having delegated some of his or her work, the team's leader also has more time to coach and support members of the team as they stretch, learn and grow, too. As capacity expands, so does learning agility. Everyone becomes more capable, more nimble and more equipped to tackle new challenges. These are strong teams. In next week's post, we'll describe the 8 steps for delegating effectively so any team leader can build a stronger team.
Before we get to that, it's imperative for anyone who wants to delegate effectively to first develop a new paradigm for delegating for development. When your intention is to delegate for development, you'll make different decisions about what to delegate, who to delegate to, and how you'll handoff the delegated work. As with any shift, this may seem unnatural at first. Practice will make it easier. When it comes to routine delegating, most people ask the wrong questions hence the 5 lame excuses for not delegating.
Most managers, when faced with new tasks or when considering whether or not to delegate tasks, will go through a mental exercise that includes questions like these:. Or would if just be faster to do it myself? Don't I owe it to the company to do this since I'm the expert? Would I have lost out? Would I have been over seen or not seen as good and someone else would get all the credit for that?
That is a genuine human fear especially working with clever people. I hope you are, I hope you have clever people on your team. Your job again is you almost want to be up-staged. Because guess what? If two or three people on our team as being clever and progressive and growing.
You are going to attract the better tasks. Your team is going to get that. Your team is going to get even more tasks and your team is going to bask in your glow. It always happens like that. Yeah, they are getting all the credit, but you must realize that you are getting the credit too. Take credit for that and realize you have not been upstaged you are proving what a great leader you are. The biggest reason why all work managers do not delegate is… they are too busy to delegate. This cracks me up.
I get told this all the time. It would be funny except for the fact that this is all the time. This is the main reason why we do not delegate. We are just too busy. I have a handy thing for you. I have done a check sheet so the link below the video Delegate like a CEO is a check sheet on that. That check sheet takes about 5 minutes to delegate well. You have 5 minutes. I guarantee you have 5 minute to push this off your plate. You can see, you are clever, you know that you can delegate more you would be less busy.
If you are less busy you would be able to delegate more. If you were less busy you would even be able to delegate even more……. You can do what you want to do in life. You know what you need to do, these are just excuses. They are excuses to prevent you from being where you need to be. Go an implement it. It will take you about 30 minutes.
Post Comment. However, you ought to be mentally prepared for resistance because many bosses do not like Delegating their jobs for one or more of the following reasons. A Feeling of Insecurity.
Senior executives may find it tough to trust that the job will be done in a competent way by the employee to whom they delegate.
This is especially true of individuals who micromanage: even if they do give up part of the responsibility because they learned about it in business coaching , they will keep watching over the shoulder because they are scared things will go wrong, and they will ultimately be blamed.
Posted by: Jane Leonard No comments. Some Common Objections to Delegation They might make costly mistakes. It would be faster to do it myself. People will think I am lazy. Wrong, the people who matter will think you are smart and are expert at developing your team. It is possible to resolve this situation and help this manger to delegate. Using Tumblr for your business. You may also like Yammer as a Learning Tool- Top 10 Tips.
0コメント