Unveiling The Hidden Secret To Delegation
Updated: Sep 18
Do you have too much to do and not enough time? Could you delegate some of this work and have more time to focus on what is really important?
Wait! What? You could, but you struggle with delegating? You are not alone!
What Is True Delegation?
The process of assigning tasks or responsibilities to another person or group of people
It is,...
Transferring authority to make decisions and take action
Transferring accountability for results
Within agreed-upon parameters
It is Not,...
Giving up control - the delegator remains responsible for the overall outcome of the task
Task Assignment
Dumping
Sharing
Transfering a burden
An opportunity to blame the delegatee if the outcome is not as planned
Why Is It Important?
Why delegate? Isn't it easier to do everything yourself? And then the outcome is in your control right?
I suggest NO! Following are the benefits of delegating.
The team:
Develops skills
Feels empowered - they feel valued and engaged
Has improved efficiency and effectiveness
Has increased impact
You can:
Focus on more important tasks
Improve retention and recruiting
Why Does It Feel So Hard?
Why do so many of us have trouble delegating?
There are many reasons we may tell ourselves why it is a bad idea.
It's difficult to let go of control
Trusting others is challenging
It takes time and effort to delegate tasks effectively
They may not have the skills or experience
There is a risk of things going wrong if not delegated effectively.
At least that is what we tell ourselves.
What Is Really Going On?
I like to think of the delegating challenge using two different paradigms.
1. Your View On The World
The first paradigm represents the filters by which you view the world. And you may have one of the following filters:
Level 1 Victim - Why am I forced to do this myself
Level 2 Anger - Why isn’t anyone capable of doing this for me
Level 3 Responsibility - If I do this, I will look good
Level 4 Concern - I can’t bother anyone to do this
Level 5 Reconciliation - If I do this well, the team / company will benefit
Level 6 Synthesis - I’m doing this for everyone
Level 7 Non-judgment - This isn’t really even real but I’ll do it anyway
Most people I have encountered who have trouble delegating have:
Level 4 energy where you are compelled to do the work so that you don't bother anybody else
or
Level 2 where you believe that no one can do it right and you’re the only ones that can.
When you do the work with either of these levels of energy and avoid delegating, eventually you will burn out and get angry (Level 2) and or feel like a victim (Level 1), which is certainly not constuctive.
2. Your Saboteurs
It is also possible that your saboteurs are driving your behavior. Saboteurs are the habits we have built, mostly from childhood, that drive our behavior and create stress in our life .
Do any of these ring a bell?
Avoider. Avoids the education process or the process of mentoring because it is hard
Controller. Can’t give up control - no one will do it as good as I will
Hyper-Achiever. Wants to get credit and get external validation
Hyper-vigilant. Too worried about what could go wrong if you delegate
Pleaser. Don’t want to bother other people
Restless. Seeks excitement by working on the cool stuff
Stickler. Needs to be perfect therefore has to do it themself
VIctim. May be a martyr
Whatever is driving your behavior, whether it be your view on the world or your saboteur or some combination of your Saboteur affecting your view on the world, this is likely behind your hesitancy to delegate.
So What Do I Do?
1. Choose your tasks to delegate wisely
2. Give the delegate the proper authority to be successful
This is a model to determine how to delegate and communicate expectations:
Level 1: Do as I say. This means to do exactly what I have asked you to do. Don’t deviate from my instructions. I have already researched the options and determined what I want you to do.
Level 2: Research and report. This means to research the topic, gather information, and report what you discover. We will discuss it, and then I will make the decision and tell you what I want you to do.
Level 3: Research and recommend. This means to research the topic, outline the options, and bring your best recommendation. Give me the pros and cons of each option, then tell me what you think we should do. If I agree with your decision, I will authorize you to move forward.
Level 4: Decide and inform. This means to make a decision and then tell me what you did. I trust you to do the research, make the best decision you can, and then keep me in the loop. I don’t want to be surprised by someone else.
Level 5: Act independently. This means to make whatever decision you think is best. No need to report back. I trust you completely. I know you will follow through. You have my full support.
3. Communicate clearly to set them up for success
Providing clear instructions and expectations goes miles towards a successful outcome. Make sure you communicate the following:
Big picture goals and expected outcomes
Background
Constraints / guard rails
Your expectations as to your involvement
Deadlines
Quality expectations
Prior biases
Their level of authority to make decisions
Key stakeholders
4. Provide Support As Needed
Although they may not be equipped to do everything you've asked them, with the proper support they can be. That may include any of the following:
Training to build skills
Software to support the process
Budget to engage with services or products
Access to you or other required resources tp help
Opportunities to collaborate where necessary
5. Monitor progress
It is important to check in with the delegate regularly to monitor their progress and provide feedback. This will help to ensure that the task is on track and that the delegate is meeting your expectations.
Most importantly, do not take it over if it takes a wrong turn, which leads to,...
6. Commit To Delegating
You need to walk the talk.
When things aren’t exactly as you would do them, consider whether or not they are good anyway. Or work towards improving them through coaching. Remember, they don't have to do it exactly the way you would to achieve the goal. And you may learn something along the way
Above all else, DO NOT take over the project or task!
Takeaway
Well executed delegation can help you achieve your best performance. There are a lot of reasons why it can be difficult. but recognizing what about you is making it difficult can help you overcome the hurdles. If you struggle with delegating, coaching can help you understand why and help you get out from under all that work, train your people, and soar to reach your potential. Schedule a free discovery call to learn how.
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