As numerous leaders have expressed the desire to improve their efficiency by delegating more, it is essential to understand that there is a balance to strike, as improper delegation can have adverse effects. The true aim should be to enhance the quality of delegation, not just the quantity.

Accomplished delegation has the potential to empower a team, boost engagement, and allow leaders to concentrate on higher priority tasks. In fact, the skill of successful delegation is a critical component of executive success.

Recognising Ineffective Delegation

To support your clients in identifying the appropriate degree of delegation, it is crucial first to examine the two prevalent behaviours associated with ineffective delegation:

  1. The leader tends to micromanage their team members and becomes overly involved.
  2. The leader takes on tasks that would be accomplished more efficiently by someone further down the organisational hierarchy.

A Four-step Approach to Successful Delegation

We propose the following four steps to guide executives towards proper delegation:

Step 1: Encourage each direct report to detail their primary responsibilities. For every responsibility, ask, “Do you think your leader takes on tasks that should be delegated to you? Could your leader offer more support?” This open environment will enable direct reports to give candid insights, informing the dialogue for step #2.

Step 2: Organise individual discussions between the leader and their direct reports, during which they review each area of responsibility. The leader poses questions such as, “Do you feel I become too involved in certain tasks and should relinquish control? Are there instances where I need to offer more assistance?” Executives will often recognise areas requiring improved delegation and others needing additional support.

Step 3: Allow direct reports to contribute suggestions, prompted by the leader’s questions, such as, “Are there tasks I have undertaken that someone at my level need not do? Can I facilitate growth and development for others whilst freeing up time to concentrate on higher priority matters?” Direct reports will likely provide valuable recommendations, to which the leader should respond with a simple “Thank you.”

Step 4: Develop an action plan with the leader based on the insights gathered during these earlier sessions. Ensure regular, concise check-ins feature in the plan to maintain leader accountability and direct report awareness of any progress.

By using the power of questions, this process facilitates informed delegation, whereas failing to ask these questions leaves leaders ‘flying blind’ in their delegation efforts. Addressing these challenging questions can significantly increase long-term effectiveness for both the leader and their team, ultimately leading to business success. At Global Coach Group UK (GCG UK), we specialise in coaching managers to develop these crucial leadership skills, such as effective delegation, and create a stronger organisation. For more information on how GCG UK can assist your leaders visit our Leadership Coaching page. Connect with our network of over 4,000 exceptional coaches to begin your leaders’ journey towards confident and effective leadership today.