February 26, 2021
7 minute reading
Views entrepreneur The contributors are their own.
Are you the hardest person in your work team?
Your answer to this question does not just reflect your professional ethics. This is also a clue to potential growth opportunities that may change your business process.
Courage and tenacity are an important part of where you are today. As a company leader, you are likely to know how to complete work faster and more efficiently than colleagues and direct reports.
but Lead less It can help you function more effectively and encourage your team to do their work better.
delegation It is an essential tool for all leaders. But sometimes, it feels like it takes more effort. If you have to clean up a mess every time you execute a project, it’s better to do it yourself the first time, right?
not completely.If you don’t hand over to colleagues and direct reports, your to-do list will become overwhelmed and you will get nothing done-neither will colleagues and direct reports the study Unleash their full potential, let alone learn how to support your work when you need it most.
Like other skills, good delegation requires strategy. This is a way to strengthen empowerment in your business, so everyone has the opportunity to grow.
Give up control
The first step to lighten the workload: understand how to surrender.
Control and authorization are opposing forces, as are control and growth. You are too persistent because you don’t trust others to be unable to complete certain tasks. This seems to be a promising path to success, especially if it means you don’t have to put out the fire.
But in the long run, you will not save any time or effort. You will eventually be exhausted and full of resentment, and your team will lose the critical opportunity to develop the skills they need to contribute to your business in a meaningful way.
Refusing to give up control can also affect morale.If you are unwilling to give up control, please look forward to your direct reports productivity – And their trust in you – gradually weakened.You might call yourself a leader, but nothing more than Very large individual contributor Just because you don’t trust colleagues to do effective work, the more often you refuse to help.
It may not be natural at first glance, but please do your best to shift the focus to your essential tasks.Start with delegation Small task This will change your perception and build trust. Then, gradually pass high-risk projects to trusted team members.
Over time, and as your trust in the team’s skills grows, delegation will become an impulse-as a result, everyone will be more productive.
Create a collaborative culture
My company is only a few months old, and until then, I have been managing every part of the business on my own. But the workload has become too large to handle it alone. It’s time to provide some help.
When I recruited the first few team members, I was firm about one thing. We all have positions, but we are not limited to our job descriptions. I wanted to have a collaborative environment from the beginning.
need more attention Rather than let everyone take on their own job responsibilities, but I firmly believe in cross-pollination.
Provide opportunities for marketing professionals to provide design insights, accountants provide business development advice and opportunities for entry-level employees to speak at meetings, thereby enhancing the vitality of the team. But it also helps business development.
When other team members are already involved in responsibilities that are “not their job”, you will be better able to delegate seamlessly.use Cooperation Take this opportunity to show your team the ropes in places they may be unfamiliar with, and how to clean up their mess if necessary.
Don’t jump in right away Solve the problem at the cost of potential growth opportunities.Solve problems faster, but spending time training employees on how to deal with obstacles can help them develop Their own expertise, A long-term skill that can only serve your business.
What does this actually mean? One strategy is to ask questions instead of direct guidance.Ask questions to encourage Critical thinking, But you need to be strategic.
Instead of telling your representative to use bite-sized bullets instead of paragraphs, ask a question such as “Which way of presentation can help investors quickly understand our mission?”
Remember: good managers will influence the thinking of the team, not just order their own plans.
When you resist the urge to micromanage and spend time coaching, your team will still cherish your views and input, but you will not “Required to pass” Every task you delegate.
Training the entire team to deal with new challenges is a good way to ensure a collaborative culture and can easily achieve authorization. However, it is wise to let you wisely delegate what and to whom, especially for critical projects.
When you complete a task, don’t just consider who needs to do more work. I like to transfer high-risk responsibilities to trusted colleagues who have shown efficiency in the areas I need support-essentially maximizing the skills of team members.
For example, it is more effective to delegate design-oriented personnel to sliders, and delegate business-minded colleagues to financial tasks.
As a leader, your job is Understand the subtleties of teammates. Pay attention to their strengths, weaknesses and range of skills. But don’t ignore the observation potential. Just like you delegate the best use of current skills, the goal is to train people with potential in certain areas.
Goal is Consistent, Delegating the same types of projects and tasks to the same person will help them improve their ability to handle these tasks without your supervision.
When you teach team members to learn new skills and troubleshoot when they fail, you will also increase their ability to take proactive actions and deal with new things. As time goes by, you will have more freedom, you can be indispensable in the most important places-and your entire team will be happier and more efficient.