You can\u2019t do it all.<\/p>\n
You know this, but still, you try.<\/p>\n
Even as more work and more responsibilities get piled on, you find yourself trying to shoulder it.<\/p>\n
If you\u2019re like many leaders, you might feel that it saves time to just take care of a task yourself. Maybe you doubt that anyone else can do what you do. Or, you could be hanging on to assignments and hovering over tasks because you just don\u2019t have a solid process for delegating your work.<\/p>\n
Whatever\u2019s behind your avoidance to delegate your workload, we have some concrete, research-based suggestions that could help.<\/p>\n
First, delegating your workload is an essential skill for leaders because delegating tasks, roles, and decisions frees you up for other things and helps prevent you from getting overworked and burnt out<\/a>. That\u2019s a huge benefit, but when you delegate effectively, you’re also opening the door to many other benefits, too. Effective delegation:<\/p>\n Delegating is not just telling someone what to do or assigning them tasks.\u00a0Delegation shows trust in your team<\/a> and involves giving someone the authority to do something that’s normally part of your job \u2014 along with the resources, direction, and support needed to achieve the expected results.<\/p>\n As outlined in our guidebook, Delegating Effectively: A Leader\u2019s Guide to Getting Things Done<\/em><\/a>, effective delegation is not a linear process \u2014 it\u2019s a cycle that involves 4 key steps.<\/p>\n Leaders who delegate effectively have prioritized their workload and know why they’re handing off some tasks and holding on to others. They also know themselves and what they want. For example, do you want constant updates or just an update now and then? Will you let the person or team assigned the task determine the process, or must you have it done your way? When you\u2019re clear about your preferences, you can better communicate those needs and expectations to other people.<\/p>\n Effective delegating involves assigning people tasks, responsibilities, and duties that match their knowledge, skills, abilities, and interests. It involves giving assignments that will help them learn to lead<\/a>. By truly understanding the people you manage, you can effectively identify the individuals to whom you should (or should not) delegate specific tasks.<\/p>\n The task is what must be accomplished. The purpose is the reason that the task is being done \u2014 it gives meaning to the task. When a leader effectively matches the purpose of a task with a team\u2019s or individual\u2019s beliefs and goals, it becomes an opportunity for development. This is the idea behind purpose-driven leadership<\/a>, which helps increase employees’ commitment and willingness to go beyond the original assignment if necessary to accomplish the purpose.<\/p>\n What does successful accomplishment look like? How will you be assessing the task itself and how it’s accomplished? Will you require people or teams to report to you after every step of the project, or will you just ask for a weekly rundown? Will you develop a series of benchmarks you want them to meet with regard to the project? And, when it\u2019s over, or at key points along the way, can you find a way to recognize and reward the people and teams who accomplish what you asked them to do?<\/p>\n To be effective at knowing when to delegate your workload, you need practice and patience. It’s natural to struggle with delegating, especially when you’re first starting out as a new leader. But when you\u2019re struggling, remember that the ability to delegate work is key to developing your team members and direct reports to readily accept and excel at a range of challenges \u2014 and a hallmark of effective leadership.<\/p>\n Upskill your team\u2019s ability to build trust, establish rapport, and delegate workloads successfully <\/strong><\/em>with a customized learning journey for your leaders using our research-based modules. Available leadership topics<\/a> include Collaboration & Teamwork, Creating Accountability, Delegating Effectively<\/a>, Psychological Safety & Trust, and more.<\/em><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":" You can\u2019t do it all, but skill at delegation requires more than just telling someone what to do. Here\u2019s how to delegate your workload, and why delegating is such an important skill for leaders.<\/p>\n","protected":false},"author":130,"featured_media":49173,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"","footnotes":"","_links_to":"","_links_to_target":""},"tags":[],"class_list":["post-49172","articles","type-articles","status-publish","has-post-thumbnail","hentry","categories-accountability","categories-delegation","audience-leaders-managers","impact-level-middle-managers","impact-level-first-time-frontline-managers","region-global","article-type-leading-effectively-articles"],"acf":[],"yoast_head":"\n\n
How to Delegate Your Workload More Effectively<\/h2>\n
4 Tips for Delegating More Thoughtfully<\/h3>\n
1. Understand your preferences<\/em> for delegation.<\/h4>\n
2. Understand your people<\/em>.<\/h4>\n
3. Understand the task and its purpose<\/em>.<\/h4>\n
4. Share the process<\/em> for assessing and rewarding accomplishment of the task.<\/h4>\n
A Closing Thought on Delegating Workloads<\/h2>\n
Ready to Take the Next Step?<\/h2>\n