It's Delegation Time

TweetShareShare Ah, delegation. You’d think telling other people what to do would come naturally. Don’t we all want to be the boss?In Gretchen Rubin’s book, The Four Tendencies: The Indispensable Personality Profiles That Reveal How to Make Your Life Better , she describes what motivates people. According to her, the majority of us are Obligers — people who desire to meet outside expectations and resist inner ones.

During this time I was receiving seemingly contradictory feedback like I should “spend more time with each person on the…team,” but that team was rapidly growing into hundreds of employees at the time. My manager helpfully said, “this is not possible and she has to help [the feedback givers] see that.”Even now this feedback makes me rub my forehead. It was totally right, but it was incredibly difficult to change course.

Sometimes I make this more complicated. I break out the way I feel about the work from the value the company receives from the work . It depends on the individual person’s situation. For instance, someone up for a promotion may want to stick with some highly valued work even if they don’t love it. Now delegate You’ll still have trust issues, so start small. Take a project with easily defined steps. Pick a team member you think will learn and benefit from the experience and has the basic skills necessary. Share what you want them to do and ask them to define milestones to check in. Step back. And evaluate.

I got married in 2006, and I took a month-long honeymoon. Since I was going to be out of the office for so long, I delegated my entire job to my team for the very first time. When I got back, I didn’t take all the work back. I didn’t take the majority back. And everyone did fine. I now speak of “delegation” in hushed tones, similar to how I describe the miracle of when I got my house professionally cleaned for the first time. Once you go there, you never go back.

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