I am constantly amazed at how leaders know they should delegate but struggle to do so effectively. Delegation is one of those skills that we all get conceptually but mess it up in practice.
One of the main reasons leaders struggle with delegation is the fear of losing control. This fear often stems from a lack of trust in their team’s abilities or a belief that their way is the only way to achieve the desired outcome.
As a result, they either avoid delegating tasks altogether or micromanage the process, which defeats the purpose of delegation and stifles team growth.
I have to admit that I’m speaking from experience. For years I struggled to delegate effectively and even today as I move through the home stretch of a major fundraising project I’m overseeing in my local community, I’m reminded of how important delegating can be.
Moreover, delegation doesn’t have to be so difficult or dramatic. Small and subtle shifts can make all the difference in the world.
Therefore, I wanted to share 3 reasons why subtle shifts in delegation can make an enormous difference in the outcomes you produce as a leader, and explain a couple of shifts you can make today.
Reason #1: Subtle Shifts Are Safe
One of the most effective ways to improve delegation is to make requests rather than demands. This subtle shift in technique can make a significant difference in how tasks are received and executed. When leaders demand that their team members take on projects, it can create resistance and stress. On the other hand, making a request empowers team members and shows that you trust their judgment and capabilities.
For instance, instead of saying, “I need you to complete this project by Friday,” try saying, “Would you be able to take on this project and have it ready by Friday?” This slight change in wording can foster a sense of ownership and accountability in your team. It demonstrates respect for their workload and expertise, making them more likely to invest effort and creativity into the task.
By making requests, leaders create a collaborative environment where team members feel valued and trusted. This approach reduces the fear of losing control because it builds a foundation of mutual respect and trust. Team members are more likely to rise to the occasion and deliver high-quality work when they feel their contributions are genuinely appreciated.
Reason #2: Subtle Shifts Are Slight
Delegation is not a one-time action; it requires ongoing attention and slight adjustments, much like steering a car. When driving, you continuously make small adjustments to the steering wheel to stay on course. Similarly, effective delegation involves regular check-ins and minor corrections to ensure tasks are progressing as expected.
Many leaders make the mistake of taking their hands off the wheel after delegating, assuming the task is out of their hands. However, without regular monitoring, tasks can veer off course, requiring dramatic interventions to correct them. These sudden, significant adjustments can be disruptive and stressful for both the leader and the team.
To avoid this, make it a habit to check in at appropriate intervals. These check-ins don’t have to be intrusive; they can be brief and focused on providing support and guidance. Ask questions like, “How is the project progressing?” or “Is there anything you need from me to move forward?” These slight interventions help keep the task on track and show your team that you are engaged and supportive.
Reason #3: Subtle Shifts Are Sustainable
One common complaint from leaders is that delegation requires too much time and energy, leading them to revert to doing everything themselves. This perception arises from dramatic delegations—assigning tasks at the last minute, giving overly large projects, or delegating to unprepared team members. These dramatic actions are unsustainable and often lead to frustration and burnout.
Instead, embracing subtle shifts in delegation can create a more sustainable approach. Start by delegating smaller, manageable tasks to team members who are ready and capable. Gradually increase the complexity and size of the tasks as they gain confidence and experience. This incremental approach builds competence and reduces the need for constant oversight.
Plan ahead and delegate tasks well before deadlines. This gives team members ample time to understand and execute their responsibilities without feeling rushed. Additionally, provide clear instructions and resources to support their success. When delegation is done thoughtfully and gradually, it becomes a natural part of the workflow, rather than a burdensome last-minute scramble.
Starting To Shift
By making these subtle shifts in delegation, leaders can create a more effective, efficient, and sustainable way of working. It fosters trust, maintains momentum, and ensures that tasks are completed successfully, benefiting both the leader and the team.
If you like these ideas and want to do more work to increase the leadership capabilities in your organization schedule a meeting to discuss how we can bring subtle shifts into your organization.
