DELEGATE BUT WITHOUT YOU NOTHING IS DECIDED. WHAT TO DO?
For a long time I could not learn to delegate. Having learned, I found out that my employees do not take delegation seriously, and come to me to confirm every little thing. It is not a matter of distrust of those to whom I delegate – they are valued and respected. But still, the culture in the organization is “ask Sasha.”
I understand that this is partly my problem, but what to do about it?
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There are several reasons:
Delegation of tasks without responsibility for them. You explain well how to complete the task, set the deadline. But you do not define a task as a zone of responsibility of a person from “A” to “Z”.
Self-doubt. It’s hard even to admit to yourself that you feel like an important and significant star when a team cherishes your ego. They come to you for advice and say: “We cannot be without you.” If you want to develop as a leader further, you will have to work on self-centeredness.
I think the reason lies in self-doubt, but you can dig in different directions.
They come to you for a decision, because you give it. You probably think that it will be “faster” or “a person really does not know, but I have more expertise.” Walking along this path, you will not notice how you turn into a bureau of answers.
What to do?
Top 3 tips that once helped me change myself first, and then team interaction:
#1. “Ask questions” instead of “give answers”
It’s complicated. Especially if you are an emotional, impatient person who thinks fast. As if every time you need to enable slow motion. Tactics of questions can annoy colleagues, you need to get used to it.
But you have to let go of your perfectionism and learn to prioritize. Yes, not everything has priority No. 1. Something just needs to be let go.
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If you come with a problem, try to help a colleague find an answer on their own – by clarifying questions:
“Tell me, what do you think about this?”
“Why so, and not otherwise?”
“What else could be the solutions?”
“If we make the first option, what will happen? And if the second? ”
It is necessary that your colleagues do not come to you on each issue, but argue, can disagree and offer their vision. This is an important stage of growing up and autonomy, especially if you are building a long-term relationship with the team. Like the formation of any habit, it takes time and effort.
# 2 Make mistakes
If you come for advice, you can say: “This is your area of responsibility. I am sure that you will make the right decision. ” Give the person time to think without your prompts. Let him make a mistake. Then invite your colleague to reflect on the topic of this error and conclusions.
# 3 Stop correcting everyone
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“Do as I do, because I know better” is a terrible disease. It is impossible to learn how to delegate and at the same time constantly correct assignments. What is the point then?
Even if you don’t like the solution, but for the company or team it does not pose a critical threat, relax. Let the other person act and take responsibility.
Sometimes it happens that you invest in a person, explain several times, but nothing changes. So, they were mistaken in recruiting. It is worth having your own understanding of how many chances you are ready to give to another person. Potential and progress are visible almost immediately, and significant shifts take time.