#Delegate October 30
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For many people that are self-starters and extremely hard workers eventually the day will come when they will be asked to lead a team. That promotion often comes with a leadership challenge.
As a newly minted leader they begin to encounter a problem. As the person in charge they are responsible for the results of the team not just their results. To achieve the best outcomes they must DELEGATE. Many hard workers and self-starters struggle with the art of delegation.
Team leadership requires a focus on the key responsibilities while leaving the details to others. If a new leader continues to micromanage each task like he/she may have done in the past, it will almost immediately cause a lack of trust and take away focus on the overall desired results.
Some common thoughts on why new leaders choose not DELEGATE can be found below.
It is just faster if I do it myself
A second response is:
If I want it done right I have to do it myself
The secret to delegation involves two key elements.
One is WHO and two is WHAT.
Ken Blanchard and Paul Hersey created The Situational Leadership® Model.
It is something I encourage all leaders to better understand the WHO and WHAT necessary to successful DELEGATE. There will be different approaches depending on the team
Delegating style: A low-task, low-relationship style wherein the leader allows the group to take responsibility for task decisions. This is best used with high maturity followers.
Participating style: A low-task, high-relationship style that emphasizes shared ideas and decisions. Managers using the participating style tend to use it with moderate followers who are not only experienced but with those who aren’t as confident to do the tasks assigned.
Selling style: Refers to a high-task, high-relationship style, in which the leader attempts to sell his ideas to the group by explaining task directions in a persuasive manner. This, too, is used with moderate followers. Unlike the previous style, these followers have the ability but are unwilling to do the job.
Telling style: Refers a high-task, low-relationship style wherein the leader gives explicit directions and supervises work closely. This style is geared toward low maturity followers.
Each leader will be faced with different challenges but being able to task others is the key to having the best team.
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