Managers’ view of delegation has a long history. Delegating authority to other team members is one of the most sensitive tasks for managers. But managers who can not delegate tasks properly to their employees have to work harder than necessary. Therefore, over time, they feel tired, find themselves unaccompanied, and become discouraged. If you have a problem with assigning responsibilities, stay tuned for the rest of this article. We want to introduce you to 5 misconceptions that hinder delegation and explore ways to overcome them.
Entrusting tasks to others is very challenging because it is psychologically difficult to trust and delegate control of tasks that you have been in charge of so far. But if you learn the skill of sharing responsibilities, your team will grow rapidly.
You may ask why the division of responsibilities is so necessary and important. What is wrong with the group manager taking on all the important tasks? By sharing responsibilities, skills and the ability of individual members, and as a result, the collective strength of your group is strengthened. Sharing responsibilities is a great way to energize the group and increase motivation. This gives you the power to focus on high-level goals and strategies and not get caught up in trivial issues. Most importantly, this method does not end up advancing and increasing the effectiveness of the group at the cost of fatigue and damage to your health.
1. “Other members are very busy”
This belief creates a mixture of good and bad feelings in you: on the one hand, you are happy that the members of the group are busy, and on the other hand, you are worried that if you leave other tasks to them, you will make them upset or tired. However, you prefer to take on all the responsibilities yourself and put pressure on yourself so that you do not have to worry about the fatigue or boredom of your employees.
Learn more. Talk to group members and say you need their support. Do not prejudge. Ask your employees if they can accept new jobs. Contrary to popular belief, some members volunteer to help you and take the time to take on responsibilities. The positive consequence of this approach is that group members learn that they should ask for help when needed, and this will be an incentive to move things forward with the cooperation of all members.
2. “No one can do this as well as I do.”
Although managers need to trust their team members, what actually happens is a little different. If you do something for a long time or take on a role, you will become an expert in that field. But by dividing tasks, you can pass on your skills to other team members.
Invest in people. Your group is your most valuable asset and the time you spend developing your members’ skills is an investment. Members may not do well for you the first or second time, but they will eventually progress and you will have a team that does things easily and independently of you and helps you have more time. Group members may surprise you over time with their innovative skills.
3. “I do things faster myself”
This belief seems correct at first. If you are an expert in your field, this is probably one of your core beliefs. You may ask, what is the objection to such a way of thinking? This belief hinders your growth and does not allow you to focus on the more important things. As a result, you’re stuck instead of making progress.
Read case number 2 again. Invest in your team members. If you monopolize the control of all stages of a task, believing that you are faster, you should know that in the long run you will miss opportunities for personal and organizational growth.
3. “If I give up, my position will be jeopardized.”
When we teach our skills to other people and share our responsibilities with them, we instinctively believe that our place in the organization may not be as important or necessary. Such thoughts will cause tension in the organization and hinder the growth and development of the group. But the reality is that by investing in others, you create the opportunity for yourself to grow and prosper in other areas and increase your value in the organization.
According to proper organizational culture, groups have the best performance whose leaders have the skills to empower employees and motivate employees. Being active in the group does not mean that the organization does not need you (the group leader), but it does show that your presence is critical to the success of the organization. Your most important mission as a leader is to help the group progress (delegate tasks to members).
5. “Assigning simple responsibilities is offensive”
When you want to entrust some of the simple tasks to a member of the group, you may think that it is not fair and moral to delegate tasks that you can easily do yourself. But it is better to look at this issue from another perspective. In essence, your behavior is unfair and selfish when you refuse to entrust it to people who have different skills (skills that the organization needs) because you think you are doing a better job. So do not forget that sometimes delegating responsibilities to others, especially people with related specialties, will make the organization stronger.
When you call something small and simple, you do not recognize its importance. No organization can work without effective scheduling and planning. No event will succeed without careful coordination. Many of these seemingly simple tasks are the Achilles heel of organizations. Change your perspective and accept that these simple tasks are, in principle, very important and necessary. In this way, you realize the importance of those who have these responsibilities.
Let us summarize what has been said. The story begins when you have to understand that outsourcing does not simply mean that a set of tasks is done. Delegating tasks is a skill that you can strengthen to become a highly productive team. When you feel that something inside you is preventing you from entrusting tasks to other members, to control this feeling, determine which of the 5 misconceptions mentioned above will hinder you, and using the solutions in this article, the misconceptions that hinder you. Are out of the way.
It may take some time to get used to leaving things to the other group. You may never feel completely comfortable giving up. But do not forget the secret that the condition for success is to leave the circle of comfort.