How to delegate with clarity and authority

You need to delegate some tasks to free up your time and focus on other things. But how exactly do you go about doing that?

Leaders might face challenges if they continue doing the tasks that got them promoted. It's easy to do the things you're good at, but it prevents you from leading the team. It's time to pass the baton and get better at delegating so you can get better at leading.

Your delegation mindset

The first step to effective delegation is having the right mindset. Everything cascades from your mindset and when it comes to delegating, many leaders and managers worry that delegation is a bad thing. They think it's a sign of weakness or that they're not doing their job properly. This couldn't be further from the truth.

Delegation is a sign of strength. Leaders who delegate effectively can trust their team and know that they are capable of handling more responsibility.

This doesn't mean that you should just start dumping all your work on other people. You still need to be clear about what needs to be done and what the expectations are. But delegation starts with the right mindset, which is trusting your team and empowering them to do great work.

The benefits of delegating

There are many benefits of delegating tasks to others, but here are some of the most important ones:

• It allows you to focus on your most important tasks. When you delegate, you can focus on the tasks that only you can do or that are the most important for the business. This allows you to use your time more effectively and get more done.
• It develops your team. When you delegate, you're giving others an opportunity to learn new skills and grow in their roles. This helps to develop a strong team that is capable of handling more responsibility.
• It builds trust. Delegating shows that you trust your team and believe in their abilities. Done right, this helps to build a strong relationship between you and your team members.

When shaping your delegation mindset, consider why you're delegating in the first place.

• Is it to free up your time?
• Is it because you're not the best person for the job?
• Is it because you want to develop your team members?

Be clear about your motives so you can set the right expectations. If you're not clear on why you’re delegating, you likely won't be able to delegate with confidence and authority.

Once you've got your mindset shaped and your ‘why’ crystallized, here are six steps that will increase the success of your delegation.

1.   What to delegate?

Make a list of all the tasks that you need to delegate. This will help you prioritize and figure out who is best suited for each task. Leaders often fail to delegate because they haven't documented the specific tasks that could be done by others. Start there and make a big list. Once you're finished, make it bigger.

2. Who to delegate to?

Once you've made your list of items to delegate, choose your delegates wisely. Pick people who are competent and trustworthy, and who you think will be able to handle the responsibility. Choose the easy wins for those who you want to help build confidence and the more challenging tasks for those who demonstrate resourcefulness.

3. Generate clarity

Once you've chosen what and who, be clear about the result and expectations. Give them specific instructions and deadlines, and make sure they understand what is expected of them. What is the goal of the task that you're delegating? Be as specific as possible so there's no confusion about what needs to be done. Assumptions create drag, debris, and ultimately, disappointment for everyone. Your job is to invest the time at the beginning to ensure the delegate knows what they're taking on and it will save you oodles of time and disappointment down the line.

4. Support, not micromanage

Follow up and check in periodically to make sure the tasks are being handled how you intended. Accelerated growth and development live on the fine line between struggle and support. Your job is to let them know you're there to support them without swooping in and stealing the work back.

5. Let go

Be prepared to give up some control. This can be hard when you have incredibly high expectations for yourself and others. Delegating does not mean that you are giving up all control over the situation, but it does mean that you need to trust your delegates to do their jobs.

6. Take a breath

Be patient. It may take some time for your delegates to get used to their new roles and responsibilities. Allow them the space to make mistakes and learn from them. You didn't develop your abilities overnight and you can't expect them to, either. Develop your skills to coach them towards progress; while it might take time now, it will end up generating more growth for them, which means you'll eventually be able to take on more complex work.

Delegating can be tough, but it's an essential skill for any leader. By following these steps, you'll be able to delegate with more confidence and clarity, setting your team up for success.

This is a member blog from Level52.

About Level52

Level52 specializes in turning experts into meaningful leaders. Founded by Jason Krause, Level52 is based on his book, “Science Behind Success™” which is an award-winning framework that activates a unique mindset and gives you the tools and skills to deliver meaningful results.