Managers’ view of delegation has a long history. Delegating authority to other team members is one of the most sensitive tasks for managers.
Great obstacle to delegation and ways to overcome them
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 without support, 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 skills that you share responsibility for, the team quickly progress will.
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 abilities of individual members and thus 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 matters. Most importantly, this method does not end the development and 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.
solution.
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.
solution.
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 will do 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.
