Delegation Tips for Entrepreneurs

Delegation Tips for Entrepreneurs

By Judy Perkins

 

According to a Gallup study, “75% of employer entrepreneurs have limited to low levels of Delegator talent, jeopardizing their ability to build teams that can positively influence company performance.” (Source: https://news.gallup.com/businessjournal/182414/delegating-huge-management-challenge-entrepreneurs.aspx)

 

Why might entrepreneurs be struggling?

• Fear of losing control.
• Concern that the employee will “do it” differently from the approach they designed.
• Think that they don’t have enough time to invest in training staff.
• Believe that they are the only one capable of completing the tasks to their high standards (aka, “I can do it better.”)
• Focus on short term results. “I can do it faster,” rather than prioritizing employee development.
• Lack of confidence and/or trust in the employee.

 

In addition, entrepreneurs may not know HOW to delegate. Their expertise is in the purpose and fundamental reason for their organizations’ existence, not necessarily in people development and management. 

 

So what are entrepreneurs to do? Start practicing some tips and approaches to effective delegation.

 

Change your mindset: Instead of focusing on the short-term, think long-term which encourages you to spend the time and effort to train your employees. Leaders with high Delegator talent do “down board” thinking and weigh the costs of investing the time versus not investing it.  The old adage, “Give a person a fish (to eat), feeds him for today. Teach the person to fish, feeds him for life.” And of course, as part of teaching, it is important to give the person the tools, such as a fishing rod, tackle, and worms. By not taking the time to teach and coach, entrepreneurs are hurting themselves and their organizations.

 

Split it up into smaller pieces: Instead of delegating the whole project (e.g. Hire a new office manager), split the project into tasks and then decide who will do what. (e.g. update the job description; create the ad; post the ad; review the resumes; pre-screen candidates; etc.)

 

Prepare for imperfection:  It takes time for us humans to learn new tasks and processes. The more we practice, the better we become. Prepare your mindset that staff members may not reach your high standards at first. Build in re-work time regarding the deadline. If you believe they are able to do at least 70% of the task on their own, and are able to make yourself (or a designee) available to guide the team members on the other 30%, then it is time to delegate.

 

Communicate, communicate, communicate! Ask open questions and really, really, really listen. Probe further to confirm understanding. Ask for the team members commitment to the outcome. Provide timely feedback (but be careful not to micro-manage). 

 

Wouldn’t it be fantastic if you were able to free up some of your time to complete other projects? 

 

Ask yourself, what would I do with the extra time if I delegate? How would this affect our customers (internal and external) and our “bottom line” if I delegate more? How would it affect my life?

 

Copyright © 2023  Perkins Human Resources, LLC.