I Am Not Saying You're a Control Freak, But....
Delegation is like the management magic trick we all want to master, but it feels like we're walking a tightrope balancing delegation on one end and the risk of micromanaging on the other.
Why is delegation so darn tricky? Let’s tackle why and then get to a few tips.
Delegation Might Be Tricky for You If:
You're a Control Freak (yes, you 🫵🏻): This is the classic "I want it done my way" syndrome. Call it perfectionism, call it control - either way it's you holding tight to the task. So many managers struggle with delegation because they fear losing control over the outcome. It's like letting someone else steer the ship that you are perfectly well capable of steering yourself – a little nerve-wracking!
You Don't Trust Them: Trust issues, not the juicy gossip kind, but rather the "Can I trust this person to handle this?" kind. Sometimes, we doubt someone's ability to meet our high standards - maybe they're new, maybe they've made recent mistakes, or maybe you just don't trust anyone to do as good a job as you (see above, my friend!).
You Do it Faster: Ever found yourself thinking, "By the time I explain it, I could've finished it!"? I will raise my hand double for this one; it’s my Achilles heel. Managers often struggle delegating because the clock is ticking and speed is a priority. Spoiler alert: This is not a sustainable long-term strategy!
You Are Really Good at What You Do: Stand-out rockstars who are great taskmasters often have a hard time delegating. When you make a name for yourself (and maybe even get yourself promoted) because you are good at what you do, it's much more difficult to hand those tasks off to someone else.
Whatever the reason, now's the time to shift how successfully you do/don't delegate to your team.
ONE QUICK TIP TO HELP
Here's a 1-second tip you can use to solve delegation hesitancy.
First, ask the question, "Why am I not delegating ________________?"
Fill in the blank with whatever task or responsibility you have yet to hand off.
Next, consider whether your answer starts with an "I" or a "They."
"I'm Faster / I'm Better / I Like This Task / I've Always Done This Task"
Practice Relinquishing Your Grip: No one on the team (including you) grows if you are hoarding tasks like Easter Eggs in your own basket. Start with small, lower risks tasks to test the trust you have in others AND to test how you like being less in control. Yes, mistakes might get made and time might feel wasted, though, ultimately, skills will be strengthened.
"They Don't Know How / They are Too New /They Made a Mistake Last Time"
Invest in Training and Trust: This WILL pay off for you, manager. Equip your employees with the skills they need to excel, especially if they are new or making errors. Review the directions before you release them to get started; Schedule a check-in time for any questions or hurdles that come up mid-way; Walk them through a post-mortem to review what could be improved. Time taken now pays you both dividends later on.
WHAT THIS MEANS FOR MANAGERS
Neither you nor your team can grow up the ladder if delegation isn't improved. You'll spend years with too much on your plate and they'll spend equal time feeling unchallenged or underutilized. View delegation as an opportunity to free up time for strategic thinking and other crucial tasks that only you, at your level, can do.
Reflection Questions to Keep Delegation Top of Mind:
Am I Hoarding Tasks? Ask yourself if you're holding onto tasks that others can handle. Remember, you're not a one-person show, and sharing the workload benefits everyone.
Do I Believe in This Person's Potential? Reflect on your trust in your team's abilities. Are you giving them a chance to shine? Do you see their potential and are you actively helping them work towards it? Consider ways to foster a culture of empowerment, where people feel like they are being trusted and developed.
Am I Making the Most of My Time? Think about the tasks that genuinely require your expertise and attention. Are there tasks that, while important, could be delegated, allowing you to focus on the rest of your priorities? Remember, time is your most precious commodity.
And finally, my favorite question for managers:
Am I Staying at My Pay Grade? Consider the level of work you are doing and whether it matches the level of your position. Just because you like a task or are the best or fastest at it, doesn't mean it's helping you be an impactful leader.
Alright, thanks for reading all the way through. I'm assuming this topic is important to you if you made it this far. Feel free to reach out if you've got a tough delegation situation and need some advice, I'm happy to jump on a call.
About The Author
For the past two decades, Cecilia Gorman has helped advertising agencies and other creatively-minded companies fix costly communication and productivity issues by teaching managers how to become better connectors, motivators, and leaders. Cecilia is the author of Always Believe In Better, creator of the digital learning course for managers—Manager Boot Camp, and co-founder of the global training and support community for working women—Empowership.
Interested in growing your skills as a manager? Check out how Manager Boot Camp might help.