To Delegate or Not Delegate?
Sometimes we hesitate to know when to delegate tasks, projects, etc. or not delegate at all. The common pitfalls: I can do it quicker and better myself. I don’t have time to show them. I don’t trust them. Take the time, Make the time. Teach them to fish and they will eat for life.
I Don’t Have Time.
Translates to “I don’t have time to develop you, to show you, to teach you, to listen to you, etc. Create the time to make your team come first. Establish a schedule and stick to it. Don’t allow anything “more important” to stop you. No excuses, justifications, or rationalizations. Take the time to truly be with your team.
Feedback
Simply put, failing to give timely, appropriate feedback correctly. To the group or to an individual. Praise goes a long way and is retained for a long time. Make the time to give appropriate feedback to help everyone’s performance. Make them feel good for their accomplishments. You don’t have to wait until the “big project” is completed. When they achieve a milestone, let them know you noticed and appreciate it. Celebrate it.
“Macro-Managing” OR “Micro-Managing”
Too hands on or Too Hands off? Where is the healthy balance? No one likes to work with “the boss” breathing down their neck. As a leader, learn what your team members need. Ask them. Don’t be afraid to check their progress on projects or make sure they understand the project before it gets off the ground. But don’t “crowd them” to the point you are hindering them. And don’t take your hands off the wheel completely. If no one is driving you will all end up crashing.
Muddy Waters
Does your team clearly know the goals and objectives? For themselves, for the team, for the organization, etc.? Ill-defined goals or misunderstood goals stops everyone from setting the right priorities, using the right resources, being productive, being efficient, etc. Make sure everyone knows what you expect from them. Not just in productivity, but just as importantly in behavior.
Leader or Friend or Co-Worker?
Do you know your role? Do they clearly know your role? Being respected and approachable is good. Being just another “one of the guys or gals” not so good. As a leader there are times you have to make that “tough call” and it’s easier and better when everyone understands your role.
Money, Money, Money
We all like money. We all like more money. However, it is not the only thing that motivates everyone, all the time. Different strokes, for different folks. Every individual (let’s not be tempted to generalize by grouping in any way) is motivated by different things at different times. Money might work today and next week it might be a hand-written thank you note. For some a small gift card to go to dinner would be great. For someone else, they might like an “e-mail” blast to the whole team. It really all depends on the person, culture, company, etc.
Saying One Thing, but Doing Another
Plain and Simple — Do what you say and say what you do. Be consistent. Don’t “teach” one way and act another. Walk the Talk. Be the example – daily. Even in the smallest of details or behaviors – always remember someone is watching.
Look the Other Way
Don’t let them slide. Don’t let “creep” raise its ugly head into your team. When you ignore bad performance or behaviors, you are condoning it. You are sending a loud and clear message to everyone that it’s okay. You automatically lower your standards for everyone. It also gives others a motive to slide that way or look to another leader who won’t let that happen on their watch.
“Fess Up”
When you make a mistake – own it! Don’t be afraid to acknowledge your mistakes and errors. Sometimes publicly with the team, while other times it may be with just one individual. Doing so will only help you gain respect and trust. It will help your team to learn that it’s okay to make a mistake and bring it to the table.
