Janna's Blog Article

Aug 14, 2013

Building Leadership through Delegation


Category:Team Building Success In Business Management Leadership Family Business Executive Coaching Entrepreneur Business Systems Business Management Business Coaching Business General 
Posted by: actionjanna

As a business owner you know by now that you can’t do it all.  In fact, depending on the size of your business, you may not even be able to do half the work it takes to produce the goods or services of your company.  Any good business coach will encourage you to grow a great team of employees and empower them to do the work you can’t do, don’t have time to do, or don’t want to do.  It all begins with the art of delegation.

The employees who are most successful in taking responsibilities off your plate are those you hire with the end in mind.  Regardless of the position opened, when interviewing prospective employees always look for those who have had leadership experience in the areas similar to your company’s structure or exhibit emerging leadership characteristics. 

Business owners are often quick to promote hot shots that talk a great talk or have quick success with a project.  Remember the “Peter Principle, Employees will rise to the level of their incompetence.” Rather than having a “promote until they fail” philosophy, introduce leadership responsibilities one delegated task at a time.  If the employee shows a consistent level of handling the tasks delegated, then you know you have a winner and a good candidate to promote into leadership. 

Start with these three tips for delegating:

  1.  Assign tasks which will not cause harm should the employee fail to achieve the desired outcome.
  2. Provide as much information as possible to set the employee up for success.  Outline the perimeters, (i.e., budget, deadline, specific details or requirements).  Paint a picture through words of what the end product should look like, however do not tell them how to do the project step by step.  You want to see what they can produce.
  3. Check in with the employee and ask how they are doing and if they need any help.  Set up “check points” for long term projects and require them to provide you with a status report.

When the project is finished, review with the employee what they did well and challenge them to increase their skills in specific areas on the next project.  If they can’t handle the responsibility, acknowledge their willingness to try.  When a project turns out spectacular, be sure to share credit where credit is due, besides, it makes you look good for hiring such great talent!

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