Delegation sits at the center of how managers create clarity, ownership, and accountability in the flow of work. It’s vital that leaders know how to delegate tasks to their team members and do so as often as possible.

Kelli Wingo, facilitator at ThinkHuman, shared how to build accountability on the frontline teams by delegating effectively during a thought leadership spotlight at From Day One’s May virtual conference.

It’s not uncommon for people to take on tasks they should have delegated, only to have those tasks take longer than expected. As they work through them, they often find themselves thinking about other, more valuable ways they could be spending their time. 

“As you are learning how to better support and develop frontline workforce and tools, training, investment, and engagement are all great, so keep doing them,” said Wingo. “But tools, training, investment and engagement are only effective if they are in service to how a leader can create accountability in the flow of work.”

There are three key things that delegation makes possible for you as a leader. First, you as a leader create a vision for the team. “The second thing is to orchestrate a team that is successful and empowered in achieving its goals,” said Wingo. “When we’re doing what we’re capable of doing, that is so much greater than just doing what we’re told to do,” said Wingo. The third key benefit of delegation is that it enables your team to do more with less.

What Prevents Leaders From Delegating?

Most of us understand the mechanics of delegation and accountability, so what’s holding us back? There are some blocks that prevent individuals from delegating. Some leaders feel they can do the task better themselves. Wingo shared how this mindset can be overcome.

“One way of looking at this is it’s an opportunity for growth or care, to invest in your team members,” said Wingo. “If your team members see that you are really invested in their growth, their professional growth, getting them into their stretch zone, then a certain level of respect comes from that,” said Wingo.

When leaders want all the shine and recognition, they can begin to see their team’s successes as their own, said Wingo. This is where the leader steps into a coach role and helps their team grow. 

Leaders also may resist admitting they are wrong, which can become a barrier to effective delegation. This comes back to the importance of responsibility and accountability. Acknowledging and understanding these blocks can help us with a mindset shift. “So we want to go from I can do it faster and better myself, to my job is to help the people around me rise,” said Wingo.

The Delegation Process

There are a few steps in the delegation process. First, clarify the task that needs to be completed. From a longer list, narrow it down to the top three to five tasks to delegate. As a leader, your role is to set the vision and have your team execute. Next, decide who on your team should own each task. It’s also important to step back and assess whether all tasks are truly necessary or if some have continued simply out of habit or routine.

And once you delegate tasks to your team, you don’t want to just hand off the task list and then leave it at that. You want to have specific timelines, check-ins, and other safeguards in place to ensure that your team members execute each task in a proper, timely manner. 

Editor’s note: From Day One thanks our partner, ThinkHuman, for sponsoring this thought leadership spotlight. 

Kristen Kwiatkowski is a professional freelance writer covering a wide array of industries, with a focus on food and beverage and business. Her work has been featured in the Bucks County Herald, Eater Philly, Edible Lehigh Valley, Cider Culture, and The Town Dish.

(Photo by Cecilie_Arcurs/iStock)