This post is contributed by Jason Dirkham.
Today we’re talking about one of the trickiest skills in the leadership toolkit: delegation. You might think it’s just about passing tasks to others, but oh, how much more complicated it is! And here’s the thing. It’s not easy to do.
The Tightrope Of Trust And Control
Picture yourself walking a tightrope. On one side, there’s trust; on the other, control. Delegating tasks is like balancing on this tightrope. Lean too much towards control, and you’re micromanaging. Tip too far towards trust, and you might find tasks are not completed to the standard you expected. It’s about finding that sweet spot where you trust your team but also maintain enough control to ensure things don’t go haywire. For the majority of leaders, learning to trust their team is a challenge. Do you have a hard time allowing others to take on something you’re accountable for?
The Art Of Letting Go
Letting go is hard, especially when you know you can do a task better and faster. It’s like watching someone type with two fingers; you’re itching to just take over the keyboard! But remember, delegation isn’t just about getting things off your plate; it’s about developing your team’s skills and confidence. One of the core responsibilities of leadership is to develop the leadership abilities among your team members.
Deciphering The Delegation Code
Not all tasks are created equal. Of course. So, deciding what to delegate is like solving a complex puzzle. You need to consider the task’s complexity, the skills of your team members, and the potential risks involved. It’s a bit like being a security clearance lawyer; you’ve got to weigh the risks and benefits before making a decision. So challenge yourself to let go of the urgent but not-so-important tasks on your to-do list. The last thing you want is to knock out the urgent, but leave the important unattended.
The Feedback Loop: A Delicate Dance
Feedback is crucial, but it’s a delicate dance. Too much, and you’re back to micromanaging. Too little, and your team might veer off course. It’s about providing just enough guidance to keep things on track without squashing your team’s creativity and initiative.
Delegation And The Ego Trap
Sometimes, delegation is hard because, let’s face it, it feels good to be needed. It’s a bit of an ego trap. Letting go of tasks means others get the spotlight, and that can be a hard pill to swallow. But remember, a true leader doesn’t just shine alone; they light up the whole team. If you’re having issues with this, consider looking into Simon Sinek’s “Why Leaders Eat Last”.
The Invisible Thread Of Responsibility
Here’s the kicker: when you delegate, the responsibility is still yours. Let’s call it one of the fringe benefits of leadership. If something goes wrong, it’s on you. This invisible thread of responsibility can be unnerving. It’s like handing over the keys to your car; you’re not driving, but it’s still your car. This is a leap that you have to take at some stage if you want to fulfill your leadership responsibilities.
The Myth Of The Superleader
There’s this myth that great leaders can do it all. Spoiler alert: they can’t. Trying to be a superleader is a fast track to burnout. Delegation is not a sign of weakness; it’s a sign of a smart leader who knows their limits.
So, there you have it. Delegation is a complex, nuanced skill that requires a blend of trust, control, and self-awareness. It’s not easy, but it’s essential for effective leadership. So, keep practicing, keep learning, and above all, keep balancing on that tightrope of trust and control.
