Replace the Dirty "D" Word with the Powerful "E" Word

You know the "D" word I am talking about. 

The aspirational word uttered by about every leader I work with.  That super-attractive, theoretical, ever-elusive, I-know-I-need-to-do-it-but-can-never-figure-out-how word.  That word that will unlock the key to success or, at a minimum, sanity:

    DELEGATION!!!!

Yes, this one simple word, when put into practice, can lessen the pressure on the precious limited resource we all possess that can never, ever grow beyond 24 hours in a day: TIME. 

So, why is it that as leaders we express unanimity among us all that we need to delegate more, but we are so unable to do so? 

The answer, in my humble opinion, is "delegation" has become a dirty word.

In the world of leadership, delegation’s definition has devolved to the idea and occasional practice of passing tasks that are beneath a certain paygrade to someone lower on the organizational chart.

Delegation should not be a "dirty" word, it should instead be a wonderful precursor to Empowerment. We often speak about providing our people with empowerment, but within limits. If you delegate a task or activity it allows you to define the scope which then automatically allows you to set the boundaries of empowerment.

As your Team masters the Delegation task you can either A) Expand the boundaries of empowerment or B) increase the scope of the Delegated task or add additional Delegated tasks.

The notion that the whole business of effective delegation can be a challenge for everyone involved.  Changing mindset (and subsequent success rate) is going to require a reclamation of the word "delegate" and a commitment to practice. 

So where to start?  Change your mindset first!

Have you ever built a delegation or empowerment plan?  I'm talking about a thoughtful plan that includes things such as:

• PERSON – Who in my organization is ready to take on additional responsibility that will grow them personally and professionally?

• OPPORTUNITIES – What are the right tasks to delegate that will add value?  (I'm not saying you just pass off the grunt work, but instead look for options that will give the individual a strong growth opportunity.)

• REASON – Be able to clearly articulate why this is an important task – explain how it fits into the larger vision, purpose and success of the organization and the person’s own growth.

• TALK – Make the delegation conversation a big deal.  Don’t just send an email to hand out tasks.  Delegate with a conversation. Let the team member ask questions.  Allow them to dream a bit about how they might tackle the task.  Make sure you resource them for success.  Most importantly, don’t take the task back! Commit the time and energy necessary to make them succeed at accomplishing.  Remain accountable, but give them all the credit.

These four points start with letters that form the acronym "PORT."  If you practice this idea of creating a delegation plan and actually execute it, you might be surprised at how delegation becomes a healthy habit for you and your organization.

More important, is that across the organization people will start to feel more empowered. The more empowered the organization the more agile it becomes. Agile organizations can respond quicker and with conviction will help you remain a leader within your business sector.

And, the word "delegation" will be reclaimed for good as a tool to enhance empowerment. 

Picture in your mind a thriving and growing delegation of employees that are ready to embrace newer and bigger challenges every day.

Now, consider: How can you, as a leader become better at Delegation to promote Empowerment?