Do You Like to Control or Delegate?


“When in doubt, mumble; when in trouble, delegate.”

I love that quote!  Delegating takes strength.  To me, delegating means 2 things:

1. having enough confidence in yourself to let go of control

2. empowering others to succeed

Businesses, organizations, and non-profits have teams of individuals to do their work because the jobs are either too large, too complex, or have too much change for any ONE person to handle. TEAM.  Whether you are a leader, a rookie employee,
or somewhere in between, you cannot do it all alone.

Oh, you can try to go it
alone, and you may think:

“I do the best job.”

“Other people will resent it when I ask them for help.”

“It will be quicker if I do it yourself.”

Then what?  You get stressed, overwhelmed, and tired — and you still try to do alone.    If
we can learn the magic of delegating, we learn the magic of teamwork.

So where do you strike the balance between doing it yourself and delegating the task? Here are 7 simple dos and don’ts to gauge whether or not the task should be delegated.

DO explain clearly the tasks that need to be completed. Giving your team direction on what the tasks are and the time period for completion is a pivotal part of meeting your expectations.

DON’T delegate things at the last minute. Expecting someone to complete and research a ten page report in two days is probably more than a person can handle. Give the individual you delegate the task to enough time to complete the work in a quality manner.

DO delegate projects that require a team effort to complete. Certain initiatives, such as the implementation of new software or the restructuring of a company, cannot be handled by one or two individuals. They need multiple people working toward a common goal.

DON’T give direction and wait for the end results. It is important to have weekly or monthly status meetings about the project. If you wait until the end, communication will be blurred and the outcome will not be what you desired. These status updates are a good opportunity for the team to ask questions and gain clarification about the project.

DO delegate as a way to develop skills. If one of your teammates is deficient in an area of your business, delegation of a task can be a way they can learn about that area under your watchful eye. But, by the same token…

DON’T delegate to just anyone in the organization. Sometimes managers delegate work to the person who has the most time on their hands, but they are not the right person for the job because their educational or intellectual basis do not line up with the requirements of the task.

DO gain employee involvement and buy-in before you delegate any of the work. Making sure the employees have the time and are “sold” on the project or task, will be instrumental in determining who you delegate to or whether you do so at all.

“Teamwork is so important that
it is virtually impossible for you to reach the heights of your capabilities or
make the money that you want without becoming very good at it.”

Brian Tracy

Check out more interesting blog posts about teamwork and delegation below and please contact Fun Team Building at 770-333-3303 to learn more about our offerings!

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