What’s Your Approach to Delegation as a Leader?
In the quest for effective team management, we’ve gathered insights from founders and CEOs on successful delegation strategies. From empowering team leaders with ownership to aligning tasks with individual strengths and goals, explore the six powerful strategies that have proven successful for these leaders.
- Empower Team Leaders with Ownership
- Task-and-Trust Approach Enhances Autonomy
- Centralize Communication for Team Collaboration
- Emphasize End Goals, Not Processes
- Provide Clear Context and Instructions
- Align Tasks with Strengths and Goals
Empower Team Leaders with Ownership
One delegation strategy that has worked well for me is empowering team leaders to take ownership of specific client accounts. Early in our growth, I found myself stretched thin, trying to oversee every detail of multiple projects.
To improve efficiency and client satisfaction, I began assigning team leaders to manage specific client relationships, giving them the authority to make decisions and lead their teams.
For example, when we were handling a large-scale document review project for a major corporate client, I delegated the entire project to a team leader who had a strong background in litigation support. This approach not only freed up my time to focus on business development but also allowed the team leader to build a deeper relationship with the client.
As a result, the project was completed ahead of schedule, and the client extended their contract with us. This strategy of delegation through empowerment has been instrumental in scaling our operations while maintaining high standards of service.
Aseem Jha
Founder, Legal Consulting Pro
Task-and-Trust Approach Enhances Autonomy
I use the “task-and-trust” approach. This involves not just assigning tasks, but also empowering the person with the trust and autonomy to make decisions on how to best complete those tasks. When I delegate, I provide clear objectives and expectations but leave room for the individual to apply their creativity and judgment.
For example, instead of micromanaging every detail of a project, I outline the desired outcomes and trust the person to figure out the best path to achieve them. This approach has two main benefits: it allows me to focus on higher-level strategic work, and it helps develop the skills and confidence of my team members.
The key to making this strategy work is communication. I ensure there’s an open line of communication for questions or feedback, but I resist the urge to step in unless it’s truly necessary. This builds a culture of accountability and ownership within the team, where people feel valued and are more engaged in their work.
Over time, this not only improves overall productivity but also fosters a stronger, more capable team that can handle more responsibility independently.
Bradford Glaser
President & CEO, HRDQ
Centralize Communication for Team Collaboration
A proven delegation strategy I use is setting up a focused communication hub for real-time collaboration. While planning a large-scale event, I established a dedicated communication channel for the team. This platform allowed team members to ask questions, share updates, and collaborate in real time.
Centralizing communication minimized misunderstandings and streamlined coordination, significantly improving efficiency. Regularly monitoring the channel and addressing issues promptly ensured that everyone was aligned with the event’s goals and timelines.
Creating a centralized communication hub facilitates seamless information flow, enables quick problem resolution, and enhances team collaboration, ultimately contributing to the success of complex projects.
Jeffrey Pitrak
Marketing Account Manager, Transient Specialists
Emphasize End Goals, Not Processes
Focusing on achieving the desired results, I adopt a specific approach when delegating and coaching team members. Rather than providing excessive explanations on how tasks should be performed, I prioritize emphasizing the end goal. This empowers team members to develop their own process for completing the work, granting them the autonomy they need.
This approach not only allows team members to enhance their skills but also serves as a demonstration of trust in their ability to take ownership. Encouraging them to find the most effective way to accomplish the task, I foster a sense of responsibility and enable them to showcase their capabilities.
Sacha Ferrandi
Founder & Principal, Source Capital
Provide Clear Context and Instructions
The best strategy that works for me while delegating responsibilities includes maintaining proper context and explaining everything thoroughly related to the assigned task. Clear, contextual, and proper instructions form the basis for getting the task done in a timely manner. The desired outcomes and necessary resources to turn to in case of need must have been stated earlier. In essence:
- Properly guide the person on how to proceed with the task assigned.
- Give them the last date for submitting the task.
- Provide them with all the documents and details they will need for their work.
- Grant access to tools required on a priority basis to get the job done.
- Clearly state the priorities, goals, and expectations for the assigned subordinate.
- Ensure that I am available to answer any questions that may arise during their journey to the task’s completion.
Faizan Khan
Public Relations and Content Marketing Specialist, Ubuy Australia
Align Tasks with Strengths and Goals
Delegate based on strengths and development opportunities. By assigning tasks that align with employees’ skills and career goals, you empower them to excel while freeing up your time for higher-level strategic work.
For example, if a team member has strong analytical skills, delegate data-analysis tasks to them. This not only leverages their strengths but also provides opportunities for growth and development.
Meghan Freed
Co-Founder and Managing Partner, Freed Marcroft
