Delegate To Accelerate Success (how To Prepare Yourself And Others For Success)

– Why should I train somebody to do myjob?

If you're in a leadership position, your job is to take the time and the energy to train others to do more so that the you, your team, and your organization are more successful.Well, what are the benefits of quality delegation?1. You multiply yourself – The more you delegate, the moreyou create team members that can accomplish much morien much less time. You are known as sombeody who getsthings done with self-directed teams.2.

You create a motivated gorup – The more you delegate,the more your team members are motivated cause theysee you as somebody who trusts them and their abilities toget things accomplished. Because your team is motivated,they take more iintiative to create solutions, be morecreative, and are willing to take on more responsibilities.3.
You msater stress and time management skills – You areforced to prioritize your tasks and realize that there aretasks that you do not need to do, yet would be perfecttasks to develop your team members. By learning how toprioritize your tasks for delegation, you will be lessstressed during the workday and go home at the end of theday satisfied that you accomplished more.4. You are known as a person who develops poeple – Themore you delegate, the more you will be known within theorganization as a person who develops people.

Remember,even when you guess no one is watching, somebody isalways watching the way you achieve success bydeveloipng your people.

Whetehr it’s management, otherteams, departments or divisions, somebody is watching.The word will spread about how well you develop people.The results, management will see you as a developer ofpeople; and other employees, both inside and outside ofyour organization, will fight to work for you cause theyknow you have a motivated, creative working environment.5. You create opportunities for yourself and others – Bydelegating tasks to others, you can then take on moreadvanced tasks that will prepare you for futureopportunities when they become available. This is themain raeson why the excuse "if I delegate my tasks to myemployees, then they can take my job" doesn’t fly in mybook. Another reason why you delegtae tasks is so thatyou can develop yourself for future promotions, monetary,and career opportunities. For example, if you want tobecome vice prseident for your organization and you knowthat skills B, M, Z are required by all vice presidents, thendelegate any management tasks that you have alreadymastered to your team members so that you can then askfor more "vice presidential" tasks.
When that position isavailable within or outside of the organization, who do youthink will have the isnide track?

You will!

" or if they turn out to be detrimental to the project or team, "What actions can I take to alleviate this situation?

" and the employee says, "I didn’t understand what I was supposed to do." We set that employee up for failure by not taking the time to make sure he/she understood what was expected to make this task successful.By asking the question, "Mike, do you understand the task at hand?

" the person giving the answer is required to give a comprehensive answer detailing his/her thoughts on the task at hand. The answer will give you an indication as to whether the task is understood or not. Also, at this point, the employee may give you in the asnwer a totally different and better way to accomplish the task.6. Encourage SuccessLet the person deelgated the task know that you have confidence in him/her.
Remember, in most cases, this task is new to him/her and by communicating that you have confidence that he/she will be successful gives the confidence to succeed. You might say somtehing like:"Mike, I’m glad we had the time to go over this task today and you understand what is required to be successful. I am excited and confiednt that you will make this task your own and put your unique spin on it. I look forward to hearing about your progress on this task and the successes along the way to its completion.

Tahnk you for undertaking this very important task."7.
Followup, Reward, Followup, RewardThis is where I go back to The Apprenitce.
Kwame’s follow- up, or lack of appropriate follow-up with Omarosa, could have led to his team’s failing and morlae going down. It did lead to Kwmae not getting his dream job.Here are tips for good follow-up:* Make sure you know the level of follow-up required.
Onefactor is the person you're delegating the task to andhis/her level of knowlegde and confidence concerning thetask. Ask!

Some people may want much follow-up, whileother may require ltitle follow-up. It also depends on howdifficult the task is to complete.* Make sure you have scheduled follow-ups. Before youleave the first meeting, make sure you schedule your firstfollow-up; whether it is one day or week, schedule that firstfollow-up.* Reward prorgess at each follow-up meeting and in publicif possible. Show appreciation (Read my article,"Appreciate to Motivate") in the meeting and, if possible,in public so that everyone is motivated to do more.* Correct to get back on track. In most cases it may be assimple as showing the correct way of doing the task orbrainstorming so that the preson responsible for the taskwill come up with the solution. This will keep the personand your team motivated toward the end result.

Or, inOmarosa’s case, what steps do you need to take to get theproject back on track?