Why is it so difficult for some leaders to delegate? Deep down, they surely know that delegating responsibilities and decisions can foster growth across their company. They also must know that delegation leads to personal growth, which in turn fosters organizational growth.
Knowing when to delegate requires that you know when your staff is ready to take on more responsibility. Is your staff ready?
Knowing what to delegate requires you to identify and even create opportunities for your people to learn new skills and advance their careers. Do those opportunities exist in your company?
Knowing how to delegate requires you to be secure in your own leadership abilities so you aren’t threatened by someone doing something better than you. Do you have that confidence?
Delegation requires leadership commitment fueled by an organizational culture that encourages knowledge sharing. It also calls for a culture that isn’t built on punishing people for mistakes – mistakes are learning experiences. Does this describe your culture?
The opposite of delegation is constriction. If one person in an organization believes they can “do it all” or that “they’re the only one that can do it right,” the organization constricts and stops growing. Yes, delegating can take time. But leaders who don’t have the patience to delegate will always be wondering why their people leave, why profits aren’t growing, and why it’s just plain hard coming to work every day.
Need help with this topic or leadership coaching? Contact Mission Critical Teams.