How to Master Delegation in Management

The inability to delegate is one of the biggest problems I see with managers at all levels." Eli Broad

The inability to delegate is one of the biggest problems I see with managers at all levels." Eli Broad

We simply can’t do everything, but if we focus on delegation, we aren’t going to miss out on crucial opportunities. When we delegate work, we expect employees to satisfactorily complete that task. We’ve given them the guidelines with the expected outcomes with little room for creativity and problem-solving.

Related: Bad Traits of Weak Leaders and Impotent Managers

As an alternative, attempt to leverage the task. Permit employees to find ways to improve upon the work. You don’t want them to think like you do. But to find innovative ways of seeing through a new “set of eyes.”

  • Teach employees to experiment

  • To fail while anticipating success

  • To fight for their ideas and learn to defend them

  • Encourage workers, by stating clearly and succinctly what is expected from the work and allow them to determine a way to make it happen.

  • Don’t remove yourself from the process, however, don’t micromanage it either. 

Related: What Characteristics Make a Great CEO Better?

Additionally, guide your employees as they work toward the outcome. In this way, we are shaping the employee or team and helping them learn important leadership skills of working together to see a task completed.  

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By leading in this way, you are showing your employees a way to manage their own assignment. They become inspired by using the goals of the company and feeling more invested in results.

About Jim Woods

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Jim Woods is President and co-founder of Woods Kovalova Group. He has a master’s degree in organizational development and human resources. Mr. Woods has been a university professor where he taught productivity, organization, management practices, and leadership. Learn more about corporate training.