Delegate: A New 5-Step Approach
Some leaders put weight on themselves and protect others from weight. They don’t delegate. Failure to delegate is misguided compassion or short-sighted arrogance. Maybe both.
Don’t insult people’s capacity with the ridiculous notion that work should be easy. Hard work is meaningful. Ease is unremarkable.
When you delegate:
- Choose people with aspiration. Give opportunities to demonstrate ability.
- Avoid people who cover up failure. Are they learning from failure?
- Look for people with their hand up.
- Select people who follow through with little oversight.
A new 5-step approach to delegating:
#1. Make a long list of everything you do, the longer the better. Include everything.
#2. Cross off rare activities. If you do it once a month it doesn’t count.
#3. Choose the five essential aspects of your job from the list. You always own these five things.
#4. Examine your long list again. Cross off items that automatically get done when you do your 5 essential jobs.
#5. The remaining items on your list are opportunities to delegate.
Teach this five-step method to your managers.
10 Tips:
- Put weight on others when you work late, and others go home on time.
- Skillful delegating is giving people opportunities to grow and feel more fulfilled by taking on new responsibilities.
- Assign a mission, not a task. For example, don’t assign a one-time task like polish the hall floor. Say, “Your mission is to keep this floor shiny. Everything you need is in that closet.”
- Explain how their new mission serves their desire to advance.
- Give authority to people who are 70% competent unless failure is catastrophic.
- When failure is catastrophic delegate to people with a proven track record.
- Stay available to help.
- Don’t hover.
- Lighten up as long as there’s progress. Allow time for learning and improvement.
- It’s not theirs until it’s not yours.
What are your tips for effective delegation?
When does delegating go wrong?
Author’s note: A person I coach taught me the five-step method I listed above.
Still curious:
7 Things Successful Leaders Never Delegate
Delegation is the Decision to Replace Yourself
How to Delegate Effectively: 9 Tips for Managers
Assign a mission not a task – LOVE that!
Thanks Eva.
I like the 5-step method because it lets folks focus on the work they need to be doing rather than the work they are doing to be needed.
Eloquently put, Jennifer. I love creative sentences.
Great article and a topic that doesn’t get enough attention. I have learned that taking the time to explain why the task is important helps people become accountable for what you are asking them to do. Back to your example of keeping the floor shiny, you can take the time to explain why keeping the floor shiny matters. Maybe it’s as simple as helping to create a nice place to work or an inviting place for customers. .
Love it, Frank. Purpose is knowing the reason something matters. And you’re right, it doesn’t have to be profound. It can be a simple as creating a delightful place to work.
Exactly Frank – explain the Why – then they either buy in or they dont.
Start b y deciding what can be eliminated. What tasks no longer add value?
Sad but true, Paul. People can be busy doing irrelevant stuff. Once in a while have a “what do we need to stop” conversation in a meeting.
This has some lean thinking in it. If this task feels irrelevant but is still somehow necessary, ask, “How might we change how we operate to make this task no longer necessary?”
It’s not theirs until it’s not yours. – Truth!
I would also add that for delegation, leaders also must avoid the “nit-picking” trap of constantly rewording or revising what the person brings back. If we’re going to constantly keep re-doing it, eventually others will stop doing it in the first place.
You nailed it, Kristi. When a leader is more competent than the person taking on the job it’s tempting to tweak. It’s a great way to suck the enthusiasm out of someone. If they are improving over time, mind your business!
Exactly right. Micromanagers UNdelegate!
Agree Kristi ! I don’t really want it if I can’t really ever own it ! (Thanks, Dan 🙂 )
I like the perspective this gives. Thank you!
thanks for the good word, BMO.
“its not theirs until its not yours”… insightful and undeniable statement!
It was easy to type, Lisa. It’s not so easy to do. 🙂 Delegating is extending trust and trust is hard especially if you’re a control freak.
This is so good Dan. I have been guilty of both misguided compassion and short sided arrogance, to the point that the pressure I put on myself eventually broke me. It was difficult to admit that I was the barrier limiting the growth of the business and the development of my team. Recognizing that I was no longer able to continue to function this way, forced me to learn how to invest and empower others. It was a terrifying season. However, 6 years later, I am thankful to say that learning how to empower others has changed my life, leading to significate growth in the business and tremendous flexibility and freedom for me. Your quote on compassionate accountability has stuck with me, choosing to “see people as valuable, capable and responsible”. Thanks for that! Also, The Motive is a good book that talks about the things a leader should never delegate. This is important to keep in mind as well!
Thanks for sharing your story. It’s powerful. Sometimes the end of the rope is the place we learn. Thanks also for the book recommendation. I wish you continued success.
This is so good, Dan. Everybody says “Delegate.” This provides some principles.