Whether you have a staff of two or a handful of employees, you need to share the wealth. And no, I’m not referring to cash bonuses.
The truth is, leaders in command often see themselves as the “designated hitter,” meanwhile, your outfielders (a.k.a. support team) are eager to knock projects out of the park. But instead, you’ve got them benched for the important jobs.
Harboring the lion’s share isn’t bringing your “A” game. It’s a swing and a miss.
Do you think one person built Wrigley Field? I know, it’s a comical question – but it takes a village to construct 41,000 seats.
Sustained growth, any way you look at it, involves shared labor.
As a coach, I’ve seen scores of business owners take on multiple positions in the lineup. It’s like a nervous tick – a compulsion based on fear that their employees won’t complete tasks to satisfaction.
It’s your job to provide mentorship and cross training while allowing for a practice round or two.
Delegation Increases Earnings
In a study of thousands of law offices, Professors at the Kellogg School of Management at Northwestern University concluded that delegating to associates catapulted earnings by 20 to 50 percent on average.
Want more proof?
After coaching a client of mine to improve delegation, she was able to better systematize her operations and staff, improve her own work/life balance and multiply her $1M+ business by over 300 percent. For more on breakthrough coaching and best practices, click here.
Overall, adopt these six steps to parcel out responsibilities, save your sanity and grow your profits:
1. Provide Clarity
Employees can’t deliver anything of quality if the task isn’t well thought out. Save the ambiguity for your internal brainstorming, but bring clarity to the table once you officially introduce the plan to the team.
2. Connect the Dots
Include information on timing, budget, content, format, and team-wide goals that will help them understand how this assignment is part of the overall success of the business or team.
3. Get Buy-In
Leaders often make the mistake of presenting a one-sided agenda. Inspire commitment and enthusiasm. Ask employees: Are you up for the challenge? What would make this project more exciting, creative or successful? What personal goal can you set for yourself? Let them know that you care about their progress.
4. Act as a Mirror
A few head nods aren’t enough confirmation. Have staff paraphrase the assignment back to you for full disclosure and understanding.
5. Avoid Quick Substitutions
Employees sometimes will hit a foul or even strike out. This is most likely due to a gap in the preliminary planning stages above. Don’t make a habit of rescinding or reassigning projects, or jumping in to save the play. Coach them through pitfalls and use these as teachable moments. This is where many leaders fall prey to the “It’s quicker just to do it myself” fallacy.
6. Hit a Homerun
Put accountability and check-in markers in place. By communicating frequently about deliverables, there shouldn’t be surprises. Snags can be dealt with early on, striking while the iron is still hot.
Your employees are your biggest strength, so don’t keep them on the bench.
After all, it’s the team effort that wins championships.
To your success,
Jason
“Helping business leaders create a thriving organization, increased profits, and a proud legacy for themselves and their family.”
