“When you delegate work to a member of the team, your job is to clearly frame success and describe the objectives.” – Steven Sinofsky, former Microsoft executive
Authors Jeffrey Pfeffer and Charles O’Reilly, in their book, Hidden Value: How Great Companies Achieve Extraordinary Results with Ordinary People, have claimed that there’s increasing evidence that delegation of responsibilities improves morale, productivity, and commitment.
Even though delegation of tasks sounds like an easy process and some leaders make it look easy, the fact is it requires a lot of trust, communication, and coordination, especially in the current scenario when leading a remote team is nothing short of a formidable challenge.
If you learn and improve on your skill of delegation, you and your team can do great things and make a big impact.
The problem is, for many leaders and managers, delegating effectively is something they don’t know how to do or aren’t inclined to do it unless they are under absolute compulsion to do so.
Why Is It Important To Delegate?
Whether you’re an entrepreneur, a team leader, or hold a position of authority, delegation is going to play a vital role in maximizing your productivity and allowing you and your team to meet deadlines with amazing consistency.
Delegating is important because as a good, inspirational leader, you should not do everything yourself. Delegation of tasks also means you trust your team members.
Leaders can use delegation as a reliable way to assess competencies and skill levels of individuals to determine their suitability for tasks.
Obviously, delegating tasks can mean less workload for you, but it is more than getting stuff off your plate. The people who work for you will get an opportunity to learn and develop new skills, which prepares them for taking more responsibilities in the future.
However, delegation is not issuing directions and hoping that assignees will do them on time, successfully.
How Delegation And Allocation Are Different
I have come across many people who see delegation and allocation as the same thing, which is not right by any stretch of the imagination. There’s an important distinction that separates both.
Allocating a task refers to issuing instructions to a subordinate to carry out a specific action. You tell them what task to perform, and they follow your command – it’s that simple. On the other hand, delegating involves assigning some of your work to another person who is held accountable for his actions, decisions, and outcomes.
Why Do Leaders Fail To Delegate?
While there are plenty of benefits of delegation, not all managers or leaders are able to or interested in the delegation. Why? Some myths and misconceptions that can make them hesitate to delegate work to others. Here are some common reasons: