The Delegation Dilemma: Why ‘DIY’ Leadership Doesn’t Cut It

Alright, so here’s the deal: being a great leader isn’t about carrying the entire load on your own shoulders. It’s about being smart. That’s where delegation steps in as the rock-solid foundation of killer leadership. It’s not just about dishing out jobs, it’s a slick strategy that pumps up your team, sparks growth, and cranks up productivity.

Now, in the fast-paced world of leadership, delegation is like the MVP for getting stuff done and growing your crew. It’s about trusting your squad to handle tasks, so you can focus on the big picture. But let’s be real, nailing seamless delegation isn’t a walk in the park. If you’re banging your head against the wall, wondering why your delegation game isn’t hitting the mark, you’re not alone. Turns out, there’s more to it than just passing the baton.

We’ve all been there, thinking, “If you want it done right, do it yourself.” It’s a familiar sentiment, especially when dealing with the challenges of delegation. Maybe you’ve put in the overtime, working weekends, grinding through long days and burning the midnight oil, thinking it’s the only way to make sure everything’s spot on and… finished on time!

Delegation isn’t just about convenience; it’s your GPS for navigating the maze of leadership. By nailing delegation, leaders can tap into their team’s diverse skill set, giving them more time and brainpower for the high-impact stuff that needs their touch.

Through delegation, leaders also get to nurture the pro growth of their squad. This lets individuals own their work, leading to happier campers and a crew that’s all in.

But hold up, let’s not kid ourselves. Delegation isn’t all sunshine and rainbows. There’s this misconception that once tasks are handed out, they’ll get done like clockwork. But when reality doesn’t line up with the dream, it can be a major buzzkill.

Getting the most out of delegation is about clocking in on team vibes, strengths, and talking the talk effectively. It’s not one-size-fits-all thing you ‘just do’.

One of the most common bumps in the road is the frustration of unmet expectations. We’ll talk about this later on in this article. In short, it could be a mix-up in communication, not enough training, or misjudging your team’s superhero skills. When you hit this roadblock, it can mess with trust, pile on the workload, and put a dent in the team’s progress.

So, let’s crank up productivity, growth, and smiles within your squad and get right into it.

The Delegation Dilemma

Alright, let’s talk about effective delegation. It’s not just about randomly dishing out tasks. It’s more like a game of strategy. You’ve got to really know your team — their strengths, weaknesses, and what they’re capable of. A good leader knows how to match tasks with the right people based on their skills. And it’s not just that — you’ve got to be clear about what you expect, provide the right resources, and set up a system for accountability. It’s a bit like juggling, keeping an eye on tasks, team members, and the big picture all at once.

Unraveling the “Do It Yourself” Mentality

You’ve probably heard the saying, “If you want it done right, do it yourself.” It’s a belief that a lot of folks hold onto, and it can be a real roadblock to effective delegation. It usually comes from wanting things to be perfect and doubting others’ abilities. But here’s the deal: this mindset doesn’t really fly in a leadership role. It holds your team back from growing, and it piles on way too much work for you. Breaking free from this mentality is a big step toward unlocking the true power of delegation.

The Cost of Weekends, Long Days, and Late Nights

Let’s get real. You end up stuck in a loop of working crazy hours, thinking it’s the only way to make sure everything’s up to snuff. This often means sacrificing personal time, messing up weekends, and throwing home life out of whack. And don’t even get me started on sleep — it takes a hit too. Now, the dedication is admirable, but it’s not sustainable. It leads to burnout. Plus, it totally goes against the point of delegation, which is about spreading tasks efficiently and letting team members take charge. Recognizing the limits of this “do it all” mindset is key to balancing work and life and making the most out of your team’s potential.

Common Mistakes in Delegating

Avoid the One-Size-Fits-All Trap

Okay, here’s the thing — trying to use the same coaching style for every team member, no matter their unique needs, is a big no-no. It’s like trying to fit a square peg into a round hole. It leads to frustration and, believe it or not, it actually makes you less effective. Instead, take a little time to get to know each team member — their strengths, weaknesses, and what makes them tick.

The ‘preferred-coaching-style’ Trap

Finding Your Team’s Groove

Alright, let’s break down situational coaching. It’s like a dance, always changing and fitting the music. You’ve got to really get your team, know what they need. But here’s the thing — a big trap you can fall into is sticking too hard to your own coaching style. And guess what? That can put a damper on how effective your coaching is and slow down your team’s growth. So, we’re going to dive into this, and I’ll share some tips for finding that sweet spot.

Not Every Situation is the Same. Different situations need different approaches, plain and simple. If you’re always using the same style, no matter what’s going on, it’s like trying to fit a square peg in a round hole. It just doesn’t work. You’ve got to be flexible and adapt your coaching to what’s happening in the moment.

Imagine getting advice that just doesn’t click with how you learn and grow. It’s frustrating, right? Your team feels the same way. If they’re not vibing with your coaching style, it can lead to frustration and them checking out. That’s not what we want. It can drag down performance and bring the mood down.

So, let’s get into how you can mix things up and hit that coaching sweet spot that really gets through to your team.

Tune-in with Active Listening

Let’s chat about something crucial in coaching: active listening. When you’re coaching, nailing communication is everything. Not truly hearing your team can slow down progress big time. It’s not just about the words; it’s about picking up on the feelings and what’s driving them. So, keep those ears wide open, and be ready to take in feedback, even if it’s a bit tough to swallow.

Now, here’s the deal. Sometimes, your team might push back or give you feedback that stings a bit. Brushing it off or pretending it didn’t happen? Not the move. It wrecks trust and puts a speed bump in the path to progress. Instead, see it as a chance to grow, for both you and your team.

Feedback is like a compass in coaching. It shows you what’s going well and where there’s room to level up. And resistance? That’s like a signal flare, pointing to stuff that might not be getting said out loud. But here’s the kicker: a common mistake in coaching is shrugging off this feedback and pushback.

Feedback isn’t just a pat on the back or a talking-to. It’s a peek into how your team sees things, their experiences, and what they’re hoping for. It’s a chance to get better, plain and simple.

Yes, resistance might seem like a roadblock, but it’s actually a sign that there’s more to the story. It’s a hint that there could be some unspoken stuff that needs a spotlight.

Breaking Free from the ‘Preferred Coaching Style’ Trap

You don’t want to get stuck in the “my-way-or-the-highway” coaching approach. It’s all about being flexible and adapting to what your team needs.

• Get to Know Your Team: Take some time to really understand your team. Figure out what they’re good at, where they could use some help, and how they like to communicate. This info is your secret sauce for tailoring your coaching style to each team member’s unique needs.
• Read the Room: Remember, different situations call for different coaching styles. If things are crazy urgent, or the task is super complex, you might need to switch up your approach. Think about what’s going on and how your team members are handling it.
• Stay Flexible: Don’t get too stuck in your ways. Being open to using different coaching styles shows that you’re adaptable and genuinely care about your team’s growth. It lets you roll with the punches when things change.
• Ask for Feedback: Your team members are the ones in the trenches. So, ask them how you’re doing as a coach. Find out what styles work for them and what really helps. It’s like a secret recipe for success.
• Keep Learning: The coaching game is always evolving. So, make sure you’re up to date on the latest techniques. Go to workshops, seminars, and training sessions to level up your coaching skills and master different styles.

Consider a scenario where a team is facing a high-stakes project deadline. A team member who typically thrives with a coaching coaching approach may feel overwhelmed by the urgency of the situation. In this case, a more directive coaching style may be temporarily implemented to provide clear instructions and guidance.

But how do you choose a style and are the options?

Enter, ‘The Hersey-Blanchard Situational Leadership Model’…

The Hersey-Blanchard Situational Leadership Model

The Hersey-Blanchard Situational Leadership Model is like a guide for leaders, created by Paul Hersey and Kenneth Blanchard. It’s all about tailoring your leadership style to match what your team needs. They break it down into four different styles:

• Telling (S1 — Directing): Imagine you’re a coach with a brand-new player on your team. They’ve never played the sport before. In this case, you’d be in “Telling” mode. You’d give them clear instructions on how to dribble, shoot, and pass. You’re basically showing them the ropes.
• Selling (S2 — Coaching): Now, let’s say that same player has been on the team for a while. They’ve got the basics down, but they’re still a bit unsure. You might switch to “Selling” mode. You’d explain the strategies behind certain plays and motivate them to step up their game.
• Participating (S3 — Supporting): Fast forward a bit, and now that player has really come into their own. They’re making smart decisions on the field. Now, you’d go into “Participating” mode. You’d involve them in discussions about game tactics and let them have a say in team decisions.
• Delegating (S4 — Delegating): Finally, let’s say it’s the championship game, and your player has become a star. They know the game inside and out. Now, you can step back and be in “Delegating” mode. You trust them to lead plays and make decisions on the field. You’re confident they’ve got it covered.

The whole idea is to adjust your style depending on how ready your team is to take on a task. If they’re newbies, you might need to be more of a “Telling” leader. If they’re experienced, you can step back and be more of a “Delegating” leader.

Imagine it like a little chart with two lines. One line goes from “high task focus” to “low task focus,” and the other goes from “high relationship focus” to “low relationship focus.” The chart splits into four quadrants, and each quadrant matches one of the leadership styles.

The key here is to be flexible and adapt your leadership to what your team needs at the time. It’s all about being a leader who can roll with the punches and help your team succeed in different situations.

The Will vs.Skill Matrix

Another way to assess Delegation this is with the WILL / SKILL quadrant as shown below. Delegation is where Will and Skill are High.

Beware of Inconsistent Application of Coaching Styles

By now it’s clear that using the wrong coaching style for a given situation can lead to frustration and disengagement on both ends. It’s essential for coaches to understand when to be more directive, authoritative, affiliative, or coaching, and be able to switch between them seamlessly.

• Flexibility is Key: Recognize that effective coaching often requires a flexible approach. Be willing to adapt and switch between coaching styles as the situation demands.
• Regularly Evaluate and Adjust: Continuously assess the progress and feedback of team members. Adjust your coaching styles based on their evolving needs and the demands of the situation.
• Provide Training and Resources: Equip yourself with the knowledge and skills you need to proficiently apply all four coaching styles. Offer workshops, resources, and mentoring opportunities.
• Foster a Feedback-Rich Environment: Encourage open communication between yourself and team members. Regularly seek feedback on your coaching effectiveness and be receptive to suggestions for improvement.

How to turn Resistance into Resilience

Now what? Let’s talk about turning resistance into something way cooler: resilience. It’s like unlocking a superpower for your team’s growth and improvement. Sometimes, when faced with pushback, leaders might brush it off. But that’s a missed opportunity for progress right there. Recognizing the value in resistance and feedback can kickstart a culture of always getting better.

Picture this: a team member isn’t too keen on a new project management tool. Instead of shrugging it off, a savvy coach dives into a chat to dig into what’s really bugging them. You uncovers specific training needs that got overlooked before. So, the coach rolls out tailored training sessions, drilling down on how to master the new tool.

The result? Team members not only rock the new tool but also gain serious confidence in tackling new tech. It’s a win-win that amps up efficiency and cranks up trust and teamwork. By facing resistance head-on, coaches create a vibe where challenges don’t stand a chance. That means more adaptability and grit from your team. And this approach isn’t just a one-time thing — it sets the stage for tackling whatever comes their way in the future, all with a heap of confidence and determination.

Transitioning from delegation to coaching and back again…

When to delegate or to coach involves a strategic shift in leadership approach.

1. Begin with delegation, assigning tasks based on team members’ strengths and providing clear expectations. Check the ‘The Hersey-Blanchard Situational Leadership Model’ I expanded on earlier in this article.
2. As they progress, switch to coaching mode, offering guidance, feedback, and fostering their development. This helps build their confidence and competence. Coaching doesn’t end with a single conversation. Without follow-up and accountability measures, progress can stall. You should establish clear expectations, set milestones, and regularly check in to track progress. Situational coaching, when executed correctly, can lead to significant improvements in individual and team performance. By avoiding these common pitfalls and adopting the suggested strategies, you can create a supportive and growth-oriented environment that empowers team members to reach their full potential.
3. Once they demonstrate proficiency, gradually return to delegation, granting them more autonomy while maintaining an open line of communication for support. This dynamic cycle optimizes productivity, nurtures growth, and cultivates a self-reliant team, ultimately leading to more effective and efficient outcomes.

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