Latest / Daily Influence / 590. The Art of Delegation: Empowering Teams to Thrive (rerun)

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590. The Art of Delegation: Empowering Teams to Thrive (rerun) · Daily Influence

• 0:10
  [SPEAKER_00]: Welcome to the daily influence where our mission is to deliver a daily dose of positive influence that can uplift you personally or be shared within your sphere of influence.
• 0:20
  [SPEAKER_00]: While not every episode may directly apply to your unique circumstances, we strive to provide insights and inspiration relevant to most people's daily, weekly, and monthly lives.
• 0:30
  [SPEAKER_00]: Whether you are tuning in during the morning, noon or night, the daily influence is here for you.
• 0:35
  [SPEAKER_00]: Listen, share, and embrace the power of influence in your life.
• 0:40
  [SPEAKER_00]: Hey everybody, Brian Smith here with the i&team series and your daily influence.
• 0:45
  [SPEAKER_00]: Today we're going to talk about the art of delegation and empowering your teams to thrive in today's corporate environment.
• 0:55
  [SPEAKER_00]: By the way, delegation is an art.
• 0:59
  [SPEAKER_00]: It is something that is learned.
• 1:02
  [SPEAKER_00]: We're not really born with it.
• 1:05
  [SPEAKER_00]: It is something that needs to be funnastic requires patience.
• 1:09
  [SPEAKER_00]: It is to be built over time because it requires trust.
• 1:13
  [SPEAKER_00]: And all of these things make it an art of leadership.
• 1:18
  [SPEAKER_00]: understanding the power of trust and delegation is where we're going to start today.
• 1:24
  [SPEAKER_00]: And it really does begin with trust.
• 1:26
  [SPEAKER_00]: It's really hard to delegate anything to anyone.
• 1:29
  [SPEAKER_00]: If you don't trust the person that you're giving it to and you have to trust your team members.
• 1:34
  [SPEAKER_00]: And that means that during the hiring process, during the onboarding process, when you are building your training programs for people that are going to work with you
• 1:47
  [SPEAKER_00]: You need to teach them, you need to set the expectation of what they're going to be doing, what abilities they need, what decisions they're going to be making.
• 1:56
  [SPEAKER_00]: If you're not mentoring them and helping them to understand that, then they can fail.
• 2:01
  [SPEAKER_00]: And if they fail and you don't set them up to succeed, you are going to chip away at that trust, not them.
• 2:07
  [SPEAKER_00]: So make sure first that you help build that trust.
• 2:11
  [SPEAKER_00]: You build that confidence within them and your teens, not just by empowering them, but helping them understand what empowerment means.
• 2:19
  [SPEAKER_00]: So that when they take ownership of their tasks, they don't second-guest, they don't pause, they don't delay.
• 2:26
  [SPEAKER_00]: And if they don't know, they're comfortable coming to you and asking for some guidance.
• 2:32
  [SPEAKER_00]: It will lead to higher engagement and better results.
• 2:35
  [SPEAKER_00]: You will know your people better if you prepare them better.
• 2:38
  [SPEAKER_00]: You will trust them more if you prepare them better.
• 2:41
  [SPEAKER_00]: And they will be better if they're prepared better.
• 2:44
  [SPEAKER_00]: This allows you to do as Ronald Reagan said, surrounding yourself with the best people you can find so that you can delegate authority and then you won't interfere.
• 2:55
  [SPEAKER_00]: When we interview, that's usually some kind of control issue.
• 2:59
  [SPEAKER_00]: And that's why setting clear expectation and setting boundaries are so important.
• 3:04
  [SPEAKER_00]: And if you're setting expectations that are not smart, that aren't specific, measurable, attainable, realistic, or timely, if we're not giving them clear goals any effective tactics to reach, whatever it is we're delegating, if we're not giving them the boundaries to work in, then how are they gonna know what's expected?
• 3:24
  [SPEAKER_00]: So make sure that you're doing that and that the scope within which they operate is clear.
• 3:30
  [SPEAKER_00]: Whereity will prevent misunderstandings.
• 3:33
  [SPEAKER_00]: It will support alignment and by the way, it will get you two reaching your strategic goals.
• 3:40
  [SPEAKER_00]: And when you're choosing people to delegate to make sure that the tasks
• 3:46
  [SPEAKER_00]: are assigned to the team member strengths.
• 3:49
  [SPEAKER_00]: Not their level of important, but what they're good at, each of us has a unique strength and skill that we bring to our teams.
• 3:57
  [SPEAKER_00]: We are important, our team goes under the same IMV, all of us together.
• 4:02
  [SPEAKER_00]: And when we assign tasks that align with an individual's strength or expertise or their interest, we can enhance our performance.
• 4:11
  [SPEAKER_00]: That takes engagement.
• 4:13
  [SPEAKER_00]: It takes understanding our teams.
• 4:15
  [SPEAKER_00]: It takes us back to setting ourselves up to succeed, having a positive mental attitude.
• 4:20
  [SPEAKER_00]: It also leads to job satisfaction for people.
• 4:24
  [SPEAKER_00]: When we give people tasks that are within their area of influence that they know and that they want to grow into,
• 4:31
  [SPEAKER_00]: They have more job satisfaction and what we're doing is fostering a thriving team environment or creating a positive culture.
• 4:40
  [SPEAKER_00]: We can also encourage growth through delegation as we teach people new things.
• 4:48
  [SPEAKER_00]: It's not about offloading work.
• 4:50
  [SPEAKER_00]: It's a tool for development and professional development teaching people how to take on difficult tasks, challenging tasks, provides for people to practice their decision-making capabilities, learn about failure and success.
• 5:05
  [SPEAKER_00]: We can enhance performance when we teach this way.
• 5:08
  [SPEAKER_00]: And we can motivate people and we trust them.
• 5:11
  [SPEAKER_00]: And when we work through some of those challenges, you will build new skills, you will grow your team, and it will contribute to the long-term success of both those people, which is really important and your team.
• 5:24
  [SPEAKER_00]: As Dave Ramsey says, delegation requires the willingness to pay for short-term failures in order to gain long-term competency.
• 5:33
  [SPEAKER_00]: If we allow our teams to grow in this way,
• 5:38
  [SPEAKER_00]: they will grow.
• 5:39
  [SPEAKER_00]: And when they grow, we get continuous improvement.
• 5:42
  [SPEAKER_00]: Effective delegation is a two-way process.
• 5:45
  [SPEAKER_00]: It includes regular feedback.
• 5:47
  [SPEAKER_00]: And our feedback as the delegator should be constructive feedback not taking over again.
• 5:53
  [SPEAKER_00]: It should be constructive feedback on the delegated tasks that helped them reach their goals and complete those tasks, not us doing those tasks.
• 6:01
  [SPEAKER_00]: It will allow the team to share that experience to identify the opportunity of growth through planning, communication, tactics, and trust, and being smart through the whole process.
• 6:15
  [SPEAKER_00]: Open communication loops allows for continuous improvement in a dramatically and positively enhances the delegation process and team performance will increase over time.
• 6:27
  [SPEAKER_00]: delegation could be scary, but if you put it into play as we have outlined today, and you allow your teams to engage with you, and you take that step back once you've handed things off to them, you will see success.
• 6:41
  [SPEAKER_00]: And when you are challenged with short-term failures, difficulties, challenges, don't rush in and take over.
• 6:49
  [SPEAKER_00]: but be there to support and guide, give that constructive feedback, communicate, create an open line of communication and push your teams forward into the issue positively and responsibly.
• 7:02
  [SPEAKER_00]: It will help them grow and you will have a better team and a better organization and you will be a better leader from that exercise.
• 7:10
  [SPEAKER_00]: I look forward to talking to you again in the next day or two.
• 7:13
  [SPEAKER_00]: I hope you have a great day and thank you for listening to the daily influence.