Here's how you can conquer your fear of delegating tasks and reap the rewards for your career.

I’ve found some people are often reluctant to delegate due to false beliefs about control, trust in others, fear of mistakes, perceived importance of tasks. Delegation is a learned skill, sometimes it’s just a lack of delegation skills. The more you study yourself and delegation, the better you get! #1%better

Delegation makes or breaks a manager. Therefore it is vital to delegate tasks otherwise you as a manager will never unlock your full potential. On the other hand, you can not delegate every task in every situation to every of your follower. If you can use delegation as a leadership style, this depends on the readiness level of your follower. Is the shown readiness „able“ & „willing“ than there is a high probability that you can hand over the task and get results back.

Asking permission questions as you delegate relieves fear. You are becoming aware of what is on someone's plate, utilizing skill sets and ambitions more effectively. It builds team rapport and shows respect.

Uma das minhas maiores dificuldades era de delegar funções, as vezes preferia realizar todas as tarefas sozinho a delegar. O primeiro passo foi entender que diferente do setor anterior, eu agora tinha um assistente e não poderia fazer tudo sozinho. Fui aos poucos delegando uma coisa ou outra, e algumas que não tinha muito gosto em fazer. Conforme você vai conhecendo sua equipe, ajuda a saber dividir melhor as funções, no que ao final você vai descobrir que o medo era apenas uma falta de intimidade com a equioe mesmo.

I agree with the above statement and feel that delegation used in moderation can be both a useful tool to manage your own caseload but also a really effective way to mentor and develop the staff you have responsibility for. It is important to have an overview of work you delegate but those delegates to must feel that they have some freedom to express themselves in the tasks that they have been delegated.

Using SMART goals is always the best way forward. It is rare that the concept of SMART does not apply. Sometimes it is important to not set the smart goals yourself, let those who delegate set them as long as they are aware that they need to use the SMART concept.

Assessing the skills and workload of your staff is a dynamic and ongoing task. This assessment should be completed on a periodic basis as individuals are growing in their dedication to the company, awareness of their job role as well, as feeling more empowered to bring creativity to their position. The skills of one individual may change over time, and it is very important that those skills are nurtured and encouraged along the way.

Assessing the skills and workload of your staff is a dynamic and ongoing task. This assessment should be completed on a periodic basis as individuals are growing in their dedication to the company, awareness of their job role as well, as feeling more empowered to bring creativity to their position. The skills of one individual may change over time, and it is very important that those skills are nurtured and encouraged along the way.

What is the „right“ person you can delegate to. This is easy to answer. You can only delegate to a team member who is „able“ and „willing“ to take over the responsibility for fulfilling a specific task.

Before communicating, one should always consider th3 cultural perspective of the listener. Just by taking cultural perspective into account, the speaker can communicate more effectively. If one does not know the cultural perspective of the listener, it is possible to ask. Taking time to inquire about one’s perspective on the situation can open up the door to increased understanding.

When you delegate, it is important to understand that a follower who is in readiness four, that means „able“ & „willing“ to perform a specific task, it is your job to stay in the background and be accessible. Your follower takes full responsability to deliver results. So give him/her the chance to do so.

Delegation is the best way to show trust and it will ennoble your follower. By delegation you develop and empower your follower. And you can rely on that you get back results. This is the best leadership style you can use with somebody who is in the delegation level „able“ and „willing“.

It is very important to remember that many individuals have not been properly launched and have a low self efficacy. They do not believe in themselves, nor do they believe in their talents and skills. One is essential task of an effective leader is to provide opportunities to increase self efficacy, and draw attention to achievements. Empowerment to approach a task and completed in a unique way should be integral to staff development from the very beginning.

Embrace mistakes. Set the example for your team that we all make mistakes, this allows for a culture of support and trust. When teams have trust they ask when they are unsure and don’t make as many assumptions. Be open and transparent. I have more than once said this is hard for me to let go but I trust you. This acknowledges any hesitation you might have but also shows your belief in your team. Delegating is also a great way to learn new skills. You can teach/mentor your newer team members with new skills.

Delgation has a lot to do with brave leaders who allow their followers to make mistakes. See the valuable and good in your people and guve them the chance to pay back. Delegation is a great chance to do so!

Overcome the fear of delegation by recognizing its value, setting clear expectations, selecting the right people, providing support, monitoring progress without micromanaging, coaching your team, celebrating successes, and learning from failures to advance your career.