What is delegation? Why is it that so many prefer to handle tasks themselves rather than spreading out their responsibilities?
To answer this, we must understand the origin of Delegation. From its Latin root of delegare (to send on a mission) to then delegatio, finally meeting its English counter as delegate – delegation (delegated power) was formed in the early 17th century. According to Merriam Webster:
: a group of people who are chosen to vote or act for someone else
: the act of giving control, authority, a job, a duty, etc., to another person
: the act of empowering to act for another
: a group of persons chosen to represent others
With a limited amount of hours that can be feasibly worked in one day, there is a small amount of people that can fully receive your service, attention, or time. It would be a boost to ones ego to believe that we can all have single-handed success however, success comes in numbers. Greater success depends greatly on the company we keep, our team members, employees, and then customers. Deciding to share your responsibilities takes an effort of trust and belief that your delegates will do the type of job that you would have done without your micro management or input.
Many people with a large workload will say they cannot delegate because of the time and effort required to get others up to speed. Many will also say that it is much easier to just do the work himself, rather than working around a trainees schedule for on boarding. Industry experts in Management would say that delegation is a critical skill that one must learn if they do not innately possess it.
Delegation allows you the opportunity to create new ideas while perfecting ideas previously made. Continuity of Vision. When you have “Light Bulb” ideas, those great ideas similarly spew off additions, counters, and subsidiaries. This is the time when delegation skills are most needed. The eye opener is, if you have the know how and vision to create and craft the necessary components to make a plan, you can do more. You also have the ability to excite others to assist you in the strategic process and prepare them to follow through. Sharing tasks with your employees or staff allows them to have more of a stake in the success or failure of projects, thus creating a higher stance on accountability.
You must not forget that your team was hired because of their skills, experience level, and willingness to work. Don’t be afraid to use their three assets! One hour of guiding your team members, employees, and/or staff can save you billable hours, time, concern, and money in the long-term. In the past I have used Schedulicity to help plan my day and send tasks to others for completion. Do YOU Have Schedulicity? Once you have a system in place, provide specific details with those involved about the goals and timeline of the project and let them perform. The last step is to carve out 5-7 minutes per day to catch up via phone or in person meeting. Do not use email as a form of communication when you are in the beginning stages of letting go. Providing continuous feedback through these meetings will aid in keeping the momentum and accountability of the project intact.
Here’s the caveat: Trust your team and let them follow your lead. Over time they will feel appreciated, trusted – a real contributor to the process, and you will come out winning in the end.
Written by Manevil Lewis
Ultimate Sales Guide
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