Delegating to team members is a challenge for any manager whether they are brand new or have been leading teams for years.
It requires a shift in mindset on the best way way to get the work done through others and not do it themselves.
I was talking with a client this morning. He shared that he had too many meetings on his calendar and had no time to plan or be strategic. We talked about the work he has, the meetings that he has to attend, and the reasons he wasn’t delegating to his team. His response was that he had to attend all these meetings and he couldn’t delegate because his team already had a large workload. He felt that he had to know all the details and his team couldn’t take on anymore, so he kept the work himself. I asked him if it was true that he had to know all the details and that his team couldn’t take on more or were both of these assumptions? He had to admit that they were assumptions he was making.
It is common for leaders to see what their team members are doing and then try to protect them. Deep inside many of them want to be liked and are afraid of the conflict. They rationalize that they are the leader of the team and it would be easier for them to just do the work themselves. It makes sense to them because they can get it done faster, and they don’t have to take the time to explain it to their team members.
However, there are implications when a leader chooses not to delegate to the team.
It hurts the growth of the team and the leader themselves may be viewed as ineffective. Leading a team means that you have to step out of the details and let the team be the subject matter experts. That isn’t easy to do when you have been the one who has a reputation for what you know and you love to answer any question that comes your way. It is a struggle because now you have to rely on and trust your team to know those answers.
Can you see it as an opportunity instead of a struggle? Focus on the future state of your team and your personal brand. The team needs to learn the skills that you have already learned. They need the opportunities that you already have been through so they can grow. Teach them and trust them to get the work done. Build in opportunities for them to get the visibility and coach them behind the scenes. As the leader you have higher value things to focus on. Your time should be spent on managing up, influencing, and developing the team. Ask yourself “Why am I not delegating this?”
This shift to delegating vs doing will move you out of your comfort zone, but it lets your management see that you can accomplish a lot more and lead a team effectively. Delegate with intention. Have the conversation to help your team understand how this will help them and share the outcomes that you expect. This will help free up time so that you can focus on the strategic work, increase the value of your personal brand and help your organization for the long term.