How to Coach Yourself and Others Influencing, Inter Personal and Leadership Skills | Seite 101

So why don’t you delegate? It’s not just not knowing where to begin or what to delegate
– giving up control is hard. There are so many reasons to postpone taking action:
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It takes too much time and energy to explain what needs to get done and its
better to just do it yourself.
No one can do it as effectively as you can.
The last time you tried having someone help it was a disaster.
You don’t have the confidence in your staff to take over the work.
Employees might do it better than you can and you might appear less
knowledgeable.

But at some point you should realize that you can’t continue to do it all or you will get
diminished returns for your business. There are probably many tasks you are happy to
get off your desk, but which ones should you pass onto others?
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Start by thinking about the jobs that are routine & repetitive.
Consider tasks that are time-intensive and keep you from other higher value
activities.
Look for tasks that you do only because nobody else has been trained on how to.
Think of tasks that still have to happen even if you had to be away from the
company for an extended duration.

One of the most important decisions is who to choose to take on some of your work. It’s
natural to give tasks to a few key employees that you rely on most. This can eventually
create morale issues and frustrate your other employees who feel they are not being
given a chance to prove themselves. Here are a few factors to consider when
determining who to delegate to:
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Ask your employees about their knowledge, skills and abilities that they might not
have needed or used in their current role.
Don’t overload one or two people or your risk having the potential benefits to the
employee backfire.
Look for an ambitious employee who shows initiative.

To improve the likelihood of success, do not start delegating during a crunch situation.
You probably won’t have enough time to train or provide adequate support for the
person taking on the new task. For junior employees, begin by delegating projects or
tasks that can be segmented into parts each with clear objectives and deadlines.
In order to build confidence and trust in your employees, how you go about delegating
assignments is just as important as to whom. To ensure you get the results you want
from delegating, there are several steps to follow.