Are you a boss, manager, supervisor, or leader in your workplace? As such, you probably have more responsibility on your shoulders than those not in leadership positions. When your workload is open like a flood gate, and the stacks on your desk keep getting higher and higher, it may be time to delegate. But many leaders don’t know how to delegate effectively. Leadership style is a huge, huge factor. Your delegating leadership style can make or break your experience and the experience of those you’re attempting to delegate to. Read these risks and rewards of delegating and learn why leadership style matters.
Delegating Leadership Style Risks
With any workplace, compromise comes risk. Here are a few risks that accompany delegating.
“If You Want Something Done Right, Do It Yourself”
We’ve all heard this phrase, right? And in a lot of cases, it’s true! The main risk you run is that the task you’ve delegated doesn’t get done the way you would do it. That could mean it’s done poorly; it could also mean it’s done impressively! For some bosses, that’s a risk they’re not willing to take. Instead, they let their work pile up, telling themselves they’ll eventually get to it because they need it done their way. That is a “cop out” leadership style. Delegating comes with the opportunity to teach and coach if the job doesn’t meet expectations. A leader who isn’t willing to delegate can come across as being unwilling to teach and help others improve. You want more of the “transformational police leadership” style, which aims to uplift and improve employees.
Poor Feedback Makes Delegation Worthless
Feedback is a vital part of the delegation process. It’s also crucial to a productive leadership style. If you don’t initiate feedback from yourself or your employees, you don’t know how to improve your delegation style. Your employee also doesn’t know what they did wrong/right and how they can improve. If you plan on delegating, plan on working on initiating feedback within your team! Check out this article to learn more about employee motivation.
Delegating Leadership Style Rewards
Having a leadership style that focuses on delegation has many rewards. Both for you and your employees!
“If You Want Something Done, Delegate It Yourself”
How’s this for a better workplace motto? The most immediate reward of delegating is that your tasks actually get done. They don’t build up on your desk and lengthen your to-do list. You’re then freed up to focus on only the most important things that you, as the boss, have to work on. This can teach your team what does and doesn’t have to end up on your desk.
If your team learns what does and doesn’t have to end up on your desk, that means the communication in your workplace has improved. Read more about improving team communication here. Improved communication can benefit your entire workplace. Not only is your to-do list shortened, but the workflow in your office flows smoother. Your office can avoid mistakes and cut down on wasted time.
You Can Learn to Delegate Effectively Through Your Leadership Style
Read and absorb these delegation risks and rewards to decide if you want to include it in your leadership style. Delegating can be helpful to you as a workplace leader, but how you delegate makes all the difference. Your delegating leadership style is vital to how smoothly and effectively your workplace runs. Try delegating next time you’re swamped and want to improve your team! Check out our other blog articles about leadership, communication, and the workplace.