Understand the essence: It is important for leaders to recognize that delegation is about understanding the task, forming and shaping the team and mentoring effectively. It is about entrusting responsibilities while overseeing performance and monitoring results. Be the overseer, not the executor.
Spend more time on people and less on projects: It is important to assign the right task to the right person and empower them. Give your teams the space to execute the assigned responsibilities and keep your involvement in daily tasks to a minimum. Be the helping hand, not the handler.
Measure what you seek, not what you get: Clear communication is the responsibility of every person, not just the CEO. Define the agenda and clearly communicate the task and define metrics to help team members understand their roles and work collectively. Ensure that all deliverables and their timelines are set out at the beginning.
Focus on collective learning: If an employee fails to execute a particular task, analyze the root cause of the failure and make it a learning experience, instead of simply doing the job yourself. Acknowledge them publicly for accomplishing tasks and help them through failures.
Nurture feedback, not negativity: Regular feedback is both fundamental and significant, and must be honest. There is no better motivation than receiving appreciation from senior managers. Share your appreciation and highlight the insights gleaned during the process. Sometimes, a simple email from the CEO can boost the team’s morale greatly.
