Mastering the Art of Delegation: A Guide for New Leaders

Are you a new leader struggling to successfully delegate tasks and responsibilities? This is a critical skill for making the transition from individual-contributor to leader or manager, and it’s tough because the whole reason you got promoted to leader/manager is because of your ability to get tasks done! But now you need to let go of that “task mindset” to be effective in your new role. Here are a few things to keep in mind as you go about that transition. 

1) Change Your Mindset

As a new manager, transitioning from being an individual contributor requires a mindset shift. You were promoted because of your ability to deliver results, but now, your success is measured by your team's performance and growth. Embrace the idea that you can't and shouldn't do everything on your own. Your role now is to guide, support, and empower your team to achieve their goals, which in turn, advances the company’s vision.

Delegating is crucial. It allows your team members to develop their skills and take on more responsibility, and gives you the opportunity to spend time focusing outside the team (perhaps advocating for critical resources, or making sure that your team’s success and impact are recognized). Resisting this change can lead to being overworked and missing critical opportunities for your team.

2) Determine What to Delegate and to Whom

Once you accept delegation as part of your job, identify which tasks to hand off and to whom. Start by listing all your tasks and projects for the month. Ask yourself:

•       What tasks prevent me from focusing on high-level projects? High-level work typically aligns with strategic priorities, like setting quarterly benchmarks or representing your department in cross-functional initiatives. These require your expertise/authority and shouldn't be delegated.

•       Which tasks can help my team grow? Look for tasks that align with your team members' strengths, goals, and career development plans. For instance, ask a future leader to head a meeting or present a pitch, giving them visibility and growth opportunities.

•       What pieces of a project leverage others' strengths? If you’re uncomfortable delegating an entire project, delegate parts that match your team members' skills. This helps you gauge their strengths and areas for development.

3) Communicate Clearly

Effective delegation requires clear communication. Schedule a one-on-one meeting with the team member, explaining:

•       What the project is: Detail how it contributes to team or organizational goals.

•       Why they’re chosen: Recognize their strengths and potential.

Give them time to process the information and ask questions. Be clear about your expectations, but avoid minimizing the task's complexity.

4) Establish Roles and Timeline

Define roles and set a timeline. Regular check-ins help track progress and provide support without micromanaging. Agree on a communication style, like weekly email updates or monthly in-depth reviews. Clarify decision-making boundaries and key priorities to empower your team while maintaining oversight.

 

5) Celebrate Progress and Provide Feedback

During check-ins, offer constructive feedback and celebrate achievements. Asking reflective questions like, "What went well?" and "What can we improve?" helps team members learn and grow. Recognize their efforts publicly, reinforcing their contribution to the team and organization.

6) Review and Reflect

After completing a project, hold a retrospective review. Ask questions like, "What did you learn?" and "Where did things get stuck?" This feedback loop helps you support your team better and improve your delegation skills.

By taking the time and effort to get better at  delegation, you can focus on strategic leadership while empowering your team to thrive, leading to overall organizational success.