You already know that delegating is one of the most critical skills in your arsenal as a leader, and you know that delegating is beneficial to you, your staff, and your organization. What’s the best strategy for delegating?
You have way too much on your plate not to delegate. You’re a busy manager with a lot of responsibilities. You know that delegating is one of the most critical skills for any manager to develop. You tried to delegate, and you found that you weren’t really sure what you were doing. You’re not the first leader to try delegating and realize you don’t know what you’re doing.
Over the years, I have seen both large and small organizations hire new employees only to see them leave because the employee didn’t know what was expected of them. As leaders, we need to do a better job of training our new employees so they have a better idea of what of what is needed and wanted.
A few years ago, I was in Miami with a group of people from college. After dinner, we headed to one of the malls. As we were walking into the mall, several people were panhandling on the walkway. A few of us gave them some cash, and those of us with leftovers from dinner gave them our food. This seemed like a good idea at the time, but I have to ask myself now if I’m really showing compassion to those in need by giving them my leftovers. Moreover, as a leader, I have to ask myself if I’m giving my people my leadership leftovers.
No leader, you included, sets out to sabotage their leadership efforts. Your lack of appropriate delegation, however, is doing just.
“It is easier to go to a consistent extreme
than to stay at the center of biblical tension.”
J. Robertson McQuilkin
Somewhere in the mid-90s, I heard a well-known Christian leader make a statement about the dire need for leaders. His premise was that seminaries had traditionally spent so much time preparing pastors to preach that they had never trained them to lead. His recommendation was that more seminaries train pastors to be leaders. Due to his reputation and my personal friendship with him, I jumped on board and began to argue the same point. I now regret that argument, to an extent. Let me explain.
The revolutionary war gave the United States of America the freedom she professed in the Declaration of Independence. On our 241st birthday as a sovereign nation, the freedoms we enjoy are still a reason to celebrate. The division in our country, however, is nothing to celebrate. You, the leader of people, have the opportunity and an obligation to bridge the divide.
Some people seem like natural born leaders, but most of us develop into a leader. We hone our skills, learn from our mistakes, and, God willing, grow as leaders.
This time last year, I was just a firefighter. Now, I’m leading change across the state of Tennessee, advocating for people with special needs, and training first responders to recognize and more effectively interact with people with special needs in emergency situations. I didn’t ask for leadership, leadership was given to me – and that might be your situation too.
You’ve heard for years that compensation is not the primary factor for keeping talent at your company and keeping them job satisfied. Several other environmental concerns are what keep people working with you and happy about it.