It’s the one you’ve all been waiting for – how to delegate more effectively…

1/. What should you delegate? 🤔

Everything. Not a joke.

You need to design yourself completely out of your old job.

Set your sights lower than that & you’ll
delegate WAY less than you should.

But don’t freak out:

Responsibly delegating that much will take months.

2/. Set Expectations with Your Boss 📈

The biggest wild card when delegating is not your team.

It’s your boss.

You don’t need to be perfect, you just need to show you’re in control.

So let them in on your plan…

• That the must do’s will be handled well
• That you’ll be stretching & testing your team
• Exactly where you expect mistakes might
  happen
• How you plan to handle any breaks

Remember:

You’re actually managing your boss.

3/. Set Expectations with Yourself 😌

Your team will not do it your way.

So you have a choice:

• Waste a tonne of time trying to make them? OR
• Harness their new perspective & enthusiasm to do it better?

Remember: 5 people doing 80% as well as you did is 400%.

And be honest with yourself:

• If you have to hang onto something -> do it.
• If you feel guilty delegating a miserable task -> question it.
• If you can’t delegate them anything -> you have a bigger problem

4/. Delegate for Your Development ⬆️

The only way you’ll grow into a bigger role is space.

That’s the carrot every time you find yourself saying “It’s easier I’ll just do it myself one last time..”

Your initial delegation prioritization:
1) Anything partially delegated -> Completion achieves clarity.
2) Where you add the least value -> Your
grind is their growth.
3) The routine -> Ripe for automation

5/. Delegate for their development 🫵

Now focus on the stretch each employee
needs to excel.

Easy place to start: ask them how they want to grow.

People usually know. And they’ll feel agency over their own mastery.

Bonus: Challenge them to find & take that work.

Virtuous cycle.

6/. Set Expectations with Your Team 👫

Good delegation is more than assigning
tasks:

• It’s goal-oriented
• It’s written down
• It’s intentional

Follow these steps:

1) Outline the vision.
2) Share resources.
3) Describe your definition of done.

7/. Watch out for 👀

Delegating & walking away

• You need to trust. But you also need to
  verify.
• Metrics & surveys are a good starting point.

Micromanaging

• That’s your insecurity, not their effort.
• You new job is to enable, motivate and assess