Wildhire

Delegation is a fundamental skill in the leadership toolkit, but it's often misunderstood and underutilised. When done correctly, it empowers your team, builds trust, and assists you in focusing on your highest value tasks. However, knowing what to delegate can be a challenge. This 4-step process will guide you in making those decisions.

Understanding the Importance of Delegation

Before diving into the process, it's crucial to grasp why delegation is so important. Delegation is not just about offloading tasks you don't want to do. It's about optimising your team's productivity and making the most of your collective skills and talents.

Effective delegation can lead to improved efficiency and productivity, greater job satisfaction, increased work quality, and enhanced team skills. It allows leaders to focus on strategic planning, while team members gain experience and develop new skills.

However, the key to successful delegation is knowing what tasks to delegate. Not all tasks are created equal, and some are better suited to delegation than others.

Step 1: Identify Your Tasks

The first step in deciding what to delegate is to have a clear understanding of your tasks. Start by making a list of all the tasks you perform regularly. This could include anything from responding to emails, attending meetings, strategic planning, to hands-on tasks related to your industry.

Once you have your list, categorise your tasks into two groups: tasks only you can do and tasks others could do. The first category includes tasks that require your unique skills, knowledge, or authority. The second category contains tasks that, with the right training, could be performed by someone else on your team.

Step 2: Determine the Value of Your Tasks

Now that you have your tasks categorised, the next step is to determine their value. This involves assessing the impact of each task on your business objectives and goals.

High-value tasks are those that significantly move your business forward. They are often strategic, high-level tasks that require your unique skills and expertise. Low-value tasks, on the other hand, are necessary but don't contribute significantly to your strategic goals.

By understanding the value of your tasks, you can make informed decisions about what to delegate. As a rule of thumb, high-value tasks should generally stay with you, while low-value tasks are often good candidates for delegation.

Step 3: Assess Your Team's Skills

Before you can delegate a task, you need to ensure that someone on your team has the skills to take it on. This requires a good understanding of your team's abilities and potential.

Consider each team member's skills, experience, workload, and career aspirations. Who has the capacity to take on more work? Who has the skills or the potential to develop them? Who would benefit from the opportunity to learn and grow?

Remember, delegation is not just about getting tasks done. It's also about developing your team. So, consider who would benefit most from the task, not just who could do it.

Step 4: Delegate with Clarity and Trust

The final step is to delegate the task. This involves clearly communicating the task, expectations, and desired outcomes. It's important to ensure the person you're delegating to understands the task and feels confident in their ability to complete it.

Once you've delegated the task, trust your team member to do it. Avoid micromanaging, but be available for support and guidance if needed. Remember, the goal of delegation is not just to free up your time, but to empower your team and develop their skills.

Conclusion

Delegation is a powerful tool for leaders, but knowing what to delegate can be a challenge. By identifying your tasks, determining their value, assessing your team's skills, and delegating with clarity and trust, you can make effective delegation decisions that benefit both you and your team.