Hey everyone! Things remain non-stop at The Retreat Ranch and with my clients. I’m looking forward to some down with the family at Thanksgiving, even though I thrive and love what I do. Today’s topic was inspired by, well, life! Leadership delegation can be a real struggle. It can feel like it’s part of our DNA to remain in control. But here’s the thing, you gotta flip it around and instead, focus on owning the outcome, not the task! So, grab some apple cider and let’s chat.
Own The Outcome Not the Task
Let me keep it 100 with you, I know you want to get it done right, but it DOES NOT mean you have to do it yourself. That’s why it is more important to own the outcome- be it idea or inspiration- and delegate to the right people for results.
This is where I mention that old quote:
If you want something done right, you have to do it yourself.
Here’s the thing, a leader with a two-mile-long to-do list cannot and should not take that approach. In my opinion, the quote really should be,
If you want something done your way, then you have to do it yourself.
I get it, it’s hard to give up controlling the execution of a task while maintaining responsibility. It’s one of those lifelong struggles we leaders constantly tussle with balancing. But it’s better for everyone’s success.
Leadership Delegation is Necessary
At the end of the day, leadership delegation is necessary. We really should be prioritizing being informed and aware, but not necessarily engaged.
A wonderful thing can happen when we trust the staff we’ve hired. When we delegate with clear expectations, we may find that there are others that actually do things much better than we do it. And isn’t that what’s really important? Having the task executed at maximum efficiency? *Nods head and raises apple cider*
But Nathan, What About Wanting Our Leaders to Delegate to Us?
Leaders in the Middle (LIMs), do face the additional challenge of leadership delegation to staff and leadership delegation from their bosses.
Here’s the wonderful thing though, the reverse still remains true. If you want your leader to delegate more responsibilities, then you’ve got to own the task. This means you must proactively keep them informed on the status of the activity. Oh yeah, this isn’t just telling them what you think they want to know. Nope! If they are to own the outcome – and thus give correct oversight- you need to tell what them the real details and do it frequently.
I gotta say, I find it funny we’re in 2022 with AI technology interwoven in our daily lives but we still struggle to communicate effectively as leaders. The irony is worth pointing out. Anywho, back to business!
Nathan’s Leadership Delegation Rules (to Sustain Your Sanity!)
Today, I want to leave you with two critical leadership delegation rules.
1. Do only what you can do
Do only what you can do and delegate the rest. Only then as a leader can you truly coach and develop your employees. Remember, the leader is the only one that can set expectations, so focus on doing that for all employees. Which brings me to my favorite word, accountability! As the leader you’re the main individual who can and should hold employees accountable. Yes, even though it means having the difficult conversations that come with the mantle. Finally, only the leader can connect and direct their employees every day. Do that instead of focusing on the minutia.
As a leader of leaders, I would rather my leader engage their employees every morning and at the end of every day via a quick call. Why? If they’re focused on performing basic tasks this means at BEST, they can only send them an email a day to merely check in. That’s not effective leadership and that’s not coaching down.
I have never seen a leader get in trouble by practicing effective communication and coaching their team. Again, I say:
Do only what you can do.
2. Others doing it wrong is still more profitable than you solely doing right.
Based on rule number one, we need to let others do the tasks they can do, even if you think you do it better.
Here’s an example I encounter frequently in my executive coaching sessions. Some leaders still hold on to completing some of their own reports, instead of having someone else doing in on their behalf. Coaching and leadership require some selflessness. You’ve got to give your team the power to take on more responsibilities; it’s the only way they’ll learn.
Instead, you should focus on outlining clear expectations on how you want it done and how often you want to be updated. They may fail at first, so don’t panic. If they fail fast, you can coach them to be better in their professional development sooner rather than later. We need to be willing to invest the time in teaching our staff NOW, so they can spend the time in the future doing it!
One more time for the people in the back:
Own the outcome not the task!
See ya next week!
Hey you! Yes you! Down here! How’s that holiday gift list coming along? Hard huh? Did you know my books make for excellent stocking stuffers for the leaders and future leaders in your life! Check them out on Amazon and Audible, remember gift cards for books still count too :)!
