9 Keys to Delegating Successfully

9 Keys to Delegating Successfully

For any entrepreneur, particularly when you are starting a new business, there is a danger of trying to do everything yourself. If you like to keep the world under control you may need to improve your delegation skills.

Delegation provides opportunities for people to feel empowered, supported and encouraged. It gives entrepreneurs a chance to reduce stress by spreading the work and sharing responsibilities amongst the team.

Here are my tips for improving delegation and gaining the benefits as your business grows:

1. Get to know your team.

If you have a new team – don’t go in like a bull in a china shop. Get to know your team, understand their ways of working, rules of engagement, foibles, and preferred styles of communication and you’ll be able to appreciate their world as it stands – before you add to it. Really get to grips with their deliverables and their concerns and challenges. These small steps can pay off over time.

2. Share the vision.

Be really clear about your vision and mission and share it with your team. If they understand the direction the team is going in, and the objectives that need to be achieved they will start to think about how they can contribute.

3. Ask for help.

A good saying is that “your success is only achieved through theirs” – and you have to mean it and let your team know this is how you operate. There’s no room for insecurity or game playing if you want to be an effective leader who delegates easily. If they can see your vulnerable side, where you are not perfect, where you make mistakes and don’t have all the answers, they will know that you value consulting with them and leveraging their knowledge and experience when solving problems. Ultimately, they will feel respected and valued.

4. Share and develop skills.

By ensuring that you have no silos (individuals with special skill sets that are potential single-point-of-failures if absent), delegating tasks across the team will upskill them and ensure that no-one, when they return from holiday or other absence, is faced with a pile of work – as it will have3 been absorbed by the team. This can create a harmonious team working environment where everyone has each other’s back. With this mindset people should be ready to take on other initiatives to help.

5. Give useful feedback.

If you can’t give great feedback that is useful and useable then it will become very challenging for you to delegate a second time. You need to give them specific examples of where things went well and why that was great.

If things didn’t go so well, help them articulate how they might mitigate that in the future so that the issues melt away. Reward them, in a meaningful way, for their efforts.

6. Encourage ideas.

You can build a culture of problem solving by being genuinely approachable and easy to work with. If you don’t want people to bring you problems to solve – ask your team to bring you solutions and ideas instead. They will likely feel empowered to try to figure out how to fix things before approaching you for approval to go ahead; thereby discouraging whinging and moaning about problems which they then expect you to solve.

If a team member comes up with a good idea ask them to lead on it, with you as a consultant (so they don’t feel vulnerable). This raises their profile, makes them feel respected and gives them a specific deliverable.

7. Be specific and say ‘why’ before ‘how.’

Humans are not robots – they need to understand why a task has to be done to understand the value they are delivering. Only then will they be able to absorb the policy, process and procedures.

When delivering instructions for a task – start with the end in mind and be specific about the desired end result. Clearly outline the lines of accountability, responsibility and authority. Be extra clear on touch points/milestones and deadlines – get them diarised. Organise a review once the work has ended so you can give feedback. Don’t be tempted to focus on how they got there – focus on the results achieved.

8. Play to their strengths.

Getting to know your team will help you to build mutual rapport, trust and respect. Its these things that help you decide whom to delegate to as you’ll know if they are able to cope with the work, or if it’s too much of a stretch. Take time to get to know how they like to be rewarded and why they come to work every day – then you will understand what words to choose when you are being persuasive and encouraging to them. It’s important to get to know your employees’ limitations so that you can push them a little but not drown them.

9. Improve self-awareness.

As an entrepreneur, its important to understand your impact on others. It will improve your ability to delegate effectively and your listening skills. Listening is the most useful skill you can cultivate. It validates the person speaking and makes them feel heard. It allows you to be a safe sounding board for the team. Ask for feedback from your team (it’s not a one-way street) and respond to that feedback if you can so they know you are paying attention and adapting.

As an entrepreneur your role is to lead the team as you build the business. You can’t do everything so learning about your team and delegating can help you avoid burn-out and become successful more quickly.

By Sam Warner

Source: 9 Keys to Delegating Successfully

.

.

More Contents:

LEARN HOW TO DELEGATE EFFECTIVELY AND GROW YOUR BUSINESS | FREE E-BOOK
0
HOT JOBS & COOL JOBS: PROJECT/TASK MANAGER OKLAHOMA CITY OK USA
[…]  In addition to knowing when and how to delegate tasks effectively, does so in a way that  […]
N/A
Goals Setting & Time Management Skills – Euston College
[…] and tricks for managing stress and a heavy workload Explore strategic planning methods and learn how to delegate work  Who is This Goals Setting & Time Management Skills course for? This training course is fo […]
0
For Women Who Love The F-Word | 87: Anik Singal Founder and CEO of Lurn Inc, Psychology Of Webinars
share.transistor.fm – March 1
[…] CEO of Lurn Inc, Psychology Of Webinars Free Resource: “Soul Why: Soul Rich Woman Blueprint” and “How to Delegate 80% of your to-do list” —> https://be […]
0
Cleaning Out Abandoned Carts With Nice Laundry
mailchimp.com – February 28
[…] “Our greatest has been understanding what to outsource, what to keep in-house, and how to delegate,” Phil says […]
N/A
Triple Z Threadz and Limbo Jewelry’s Date-Based Automation
mailchimp.com – February 28
[…] However, knowing when and how to delegate, and getting help from Mailchimp’s date-based automations has made the business more manageable […]
N/A
Delegating With Ease
ttink6.leadingthebest.com – February 28
[…] My goal is to help you learn how to delegate project tasks to manage effectively and successfully […] If you’re ready to learn how to delegate like a boss, sign up now! I Can’t Wait to Share with You on Tuesday, March 9th at 10:00 am CST!
0
Delegating With Ease
leadership123.leadingthebest.com – February 28
[…] My goal is to help you learn how to delegate project tasks to manage effectively and successfully […] If you’re ready to learn how to delegate like a boss, sign up now! I Can’t Wait to Share with You on Wednesday, March 10th at 12:00 pm EST […]
0
Nicolás Cortés Gallery and Dolce & Gabbana | by Jessica de Pomar | EscapadasUK | Feb, 2021
medium.com – February 28
[…] do is fundamental, surrounding yourself with people who have more expertise than you and knowing how to delegate, is essential […]
1
Delegate permissions using Recovery Delegation
http://www.veeam.com – February 28
Recovery Delegation implements security by limiting access to web management website features and data, based on user roles. This option empowers administrators to delegate permissions on an as-needed basis, via the Veeam Backup Enterprise Manager. Watch this demo video to learn more about: How to delegate permissions to recover files What are the benefits of using this feature? Duration: 7:04
N/A
Letting everyone work from home forever isn’t good for teamwork
gerald-pilcher.com – February 28
[…] many, as one Microsoft survey found: 61% of managers feel that they have not effectively learned how to delegate and empower virtual teams […]
0
Managed Data Backup Service Project Plan
For organizations that are considering outsourcing data backups to a third-party provider, this detailed project plan can help you through the various stages of planning and implementation. There are valuable steps, metrics, and examples of how to delegate the tasks to various members of a project team.
N/A
Delegation: Helping New Nurses Transition into Practice – General Career
allnurses.com – February 28
[…] How To Delegate Effectively and Safely STEP 1 This is a test […]
4
Tampa Bay Buccaneers: How trust helped GM Jason Licht build a champion
bucswire.usatoday.com – February 27
[…] this in his own personal journey as a coach, and I’ve learned from him that you have to learn how to delegate, and you need to learn to trust your assistants […]
3
Can your business run without you? | Zapier
zapier.com – February 27
[…] Here’s how to delegate on a budget—including some tips on what to delegate […]
N/A
Jumpstart – A Virtual Experience – for Entrepreneurs
jumpstartyourbiznow.com – February 27
[…] hold sales conversations with more ease and success! Get clarity on what technology you will need, how to delegate things and get more systematized and focused […]
2
Governance Elections | Farm Credit Services of America
http://www.fcsamerica.com – February 27
[…] Also, with SDARL, I learned how to delegate responsibilities for my farm and business, so I can leave and be fully committed to the Board […] In the church, I have found how a committee structure is a crucial part of how to delegate responsibilities for narrower decisions […]
N/A
How Beauty Leaders Interview for Job Openings –
wwd.com – February 26
[…] I want to know that you can motivate and inspire a team, work collaboratively, understand how to delegate and coach at the same time […]
N/A
How to Nail the Art of Delegation
[…] Related: How to Delegate Better and Become a Great Leader Create a collaborative culture My company was only a few month […]
10
FTSO Inflation Rewards Walkthrough
[…] the first day of the Flare Network, so he needs to see how everything works in action to determine how to delegate his detachable FLR votes in the future […]
N/A
Transcriptions for Busy Professionals
[…] Click here to find out how to delegate your transcribing tasks to us!
79
Does payroll processing fall under the HR department? – Zoho Blog
http://www.zoho.com – February 26
[…] If you want a better idea of how to delegate payroll tasks between your HR and finance teams, we’ve got you covered […]
1
Freducation: Trainer or Syndicator? —
[…] yard at one time so if your horse has 30+ owners, the syndicator should have a fair system on how to delegate ticketing and race day privileges when your horse gets to the races […]
1
Letting everyone work from home forever isn’t good for teamwork – Dynamic Business
dynamicbusiness.com.au – February 26
[…] many, as one Microsoft survey found: 61% of managers feel that they have not effectively learned how to delegate and empower virtual teams […]
N/A
CCTP-Business Management Professional Program | Ed4Career
ed4career.com – February 25
[…] We will also discuss team members’ roles and responsibilities, how to delegate assignments and effective management techniques […]
N/A
How contractors can mold strong leaders
azbigmedia.com – February 25
[…] Challenge your team to step up their leadership game A good leader knows how to delegate and you as the owner of your company should take every opportunity to challenge your contractors to […]
N/A
IBM’s Victoria Pelletier: How To Delegate Effectively and Be Completely Satisfied With the Results | by Jerome Knyszewski | Authority Magazine | Feb, 2021
medium.com – February 25
IBM’s Victoria Pelletier: How To Delegate Effectively and Be Completely Satisfied With the Results Jerome Knyszewski Follow Feb 25 · 9 mi […] As part of my series about the “How To Delegate Effectively and Be Completely Satisfied With the Results”, I had the pleasure of interviewin […]
2
Tampa Bay Buccaneers Offseason Media Availability Transcript 2-24-21
http://www.buccaneers.com – February 25
[…] this in his own personal journey as a coach, and I’ve learned from him that you have to learn how to delegate, and you need to learn to trust your assistants […]
0
– All-Female Minority Organization Thrives in Trucking and Logistics Industry.
[…] Advanced Transport Solutions, LLC What have the highlights and challenges been as a CEO? Learning how to delegate is definitely a challenge because it’s hard not to be in control and making sure someone will ru […]
285
What Is Zero-Based Budgeting? –
blog.pocketbudgeter.com – February 24
[…]   Tips Here are a few tips to get you started: If you are having trouble knowing how to delegate your expenses, you can use the 50/30/20 rule as guidance […]
N/A
Prioritization is Critical in IT —
[…] seminar and they were stressing that delegation is the most important skill to have and explaining how to delegate well […]
0
Core facility management: corporate partnerships, efficient time management, and getting your message across
[…] only a few) requires good time management skills and clear guideline how to prioritise tasks and how to delegate them effectively […]
N/A
Soft Skills for Effective Leadership
thriveglobal.com – February 24
[…] leaders should be able to recognize when delegation is beneficial, and they should also learn how to delegate tasks in effective and efficient ways […]
1
How to Manage by Delegating (So You Can Achieve Your Goals)!
http://www.udemy.com – February 24
[…] by Delegating (So You Can Achieve Your Goals)” introduces you to the process of what, why and how to delegate using a proven 3 step template process used by Chris Haroun, who is a seasoned and successfu […] learn: What to delegate so you can spend more time focusing on your professional and personal goals How to delegate so that you can develop your employee(s) and teach them new skills What feedback to provide and how […]
253
Learn How to Delegate Tasks to Scale Your Real Estate Business | EPM Tips by Elevating Property Management • A podcast on
anchor.fm – February 23
A short clip from a full interview with Austin Linney where he talked about how to construct your life and business. In this episode, Austin talks about how investors can learn how to delegate tasks in order to scale their real estate businesses faster.
N/A
How to delegate successfully in your bookkeeping firm
Learning how to delegate work is essential if you want to scale your firm profitably […]
1
How To Delegate Effectively, So The Job Gets Done On Time & To The Standard You Want :pduOTD – PDU Of The Day
http://www.pduotd.com – February 23
[…] Click to register for: How To Delegate Effectively, So The Job Gets Done On Time & To The Standard You Want 0 1 […]
0
Control in leadership and facilitation
http://www.linkedin.com – February 23
[…] Knowing how to delegate control has helped me on my leadership journey and made me into a better facilitator […]
N/A
FAQ on Staking $AKT. This is a short article addressing… | by Johnnie Red | Feb, 2021
johnniecosmos.medium.com – February 23
[…] If you need a full guide on staking on Cøsmos chains check: For a guide on which wallets to use and how to delegate your tokens please visit:
0
| Cambridge Network
[…] and beat procrastination Set achievable goals Work more effectively with others; when and how to delegate   I found this course very refreshing […]

 

How People Analytics Can Help You Change Process, Culture, and Strategy

It seems like every business is struggling with the concept of transformation. Large incumbents are trying to keep pace with digital upstarts., and even digital native companies born as disruptors know that they need to transform. Take Uber: at only eight years old, it’s already upended the business model of taxis. Now it’s trying to move from a software platform to a robotics lab to build self-driving cars.

And while the number of initiatives that fall under the umbrella of “transformation” is so broad that it can seem meaningless, this breadth is actually one of the defining characteristic that differentiates transformation from ordinary change. A transformation is a whole portfolio of change initiatives that together form an integrated program.

And so a transformation is a system of systems, all made up of the most complex system of all — people. For this reason, organizational transformation is uniquely suited to the analysis, prediction, and experimental research approach of the people analytics field.

People analytics — defined as the use of data about human behavior, relationships and traits to make business decisions — helps to replace decision making based on anecdotal experience, hierarchy and risk avoidance with higher-quality decisions based on data analysis, prediction, and experimental research. In working with several dozen Fortune 500 companies with Microsoft’s Workplace Analytics division, we’ve observed companies using people analytics in three main ways to help understand and drive their transformation efforts.

In core functional or process transformation initiatives — which are often driven by digitization — we’ve seen examples of people analytics being used to measure activities and find embedded expertise. In one example, a people analytics team at a global CPG company was enlisted to help optimize a financial process that took place monthly in every country subsidiary around the world. The diversity of local accounting rules precluded perfect standardization, and the geographic dispersion of the teams made it hard for the transformation group to gather information the way they normally would — in conversation.

In core functional or process transformation initiatives — which are often driven by digitization — we’ve seen examples of people analytics being used to measure activities and find embedded expertise. In one example, a people analytics team at a global CPG company was enlisted to help optimize a financial process that took place monthly in every country subsidiary around the world. The diversity of local accounting rules precluded perfect standardization, and the geographic dispersion of the teams made it hard for the transformation group to gather information the way they normally would — in conversation.

So instead of starting with discovery conversations, people analytics data was used to baseline the time spent on the process in every country, and to map the networks of the people involved. They discovered that one country was 16% percent more efficient than the average of the rest of the countries: they got the same results in 71 fewer person-hours per month and with 40 fewer people involved each month.

The people analytics team was surprised — as was finance team in that country, which had no reason to benchmark themselves against other countries and had no idea that they were such a bright spot. The transformation office approached the country finance leaders with their findings and made them partners in process improvement for the rest of the subsidiaries.

It’s unlikely the CPG company would have been able to recognize and replicate these bright spots if they had undertaken transformation with a top-down approach. And, perhaps more importantly, it involved and engaged the people on the ground who had unwittingly discovered a better way of doing things.

In bottoms-up cultural transformation initiatives, the how things are done is equally or more important than what is done. Feedback loops and other methods of data-driven storytelling are our favorite way that people analytics makes culture transformation happen. Often times, facts can change the conversation from tired head-nodding to curiosity. One people analytics team in an engineering company was struggling to help develop the company’s managers, for example. Managers often perpetuated a “sink or swim” culture that didn’t fit the company’s aspirations to be an inclusive, humane workplace.

The data analysis found that teams whose managers spent at least 16 minutes of one-on-one time with each direct per week had 30% percent more engaged direct reports than the average manager, who spent just 9 minutes per week with directs. When they brought that data-driven story to the front lines, suddenly a platitude was transformed into a useful benchmark that got the attention of managers. In this way, data storytelling is a lightweight way to build trust among stakeholders and bring behavioral science to culture transformation.

Top-down strategic transformation is often made necessary by market and technology factors outside the company, but here people analytics is a critical factor for execution. A people analytics team can serve as an instrument panel of sorts to track resources, boundaries, capacity, time use, networks, skill sets, performance, and mindsets that can help pinpoint where change is possible and can measure what happens when you try it.

One people analytics team at a financial services company was trying to help the CEO manage growth while he worked to instill a new culture in which departments would be asked to run leaner and more competitive in the market – “scrappy” and “hungry” were terms that often came up. As the transformation accelerated, teams were asked to do more with less, generate more data, and make decisions faster. Amid this, department leaders began to hear anecdotes about burnout and change fatigue and questioned whether the pace was sustainable.

To address this, the people analytics team provided their CEO with a dashboard showing the number of hours that knowledge workers were active for in different teams. When an entire team is over-utilized, he knows they can’t handle more change, while under- or unevenly utilized teams might be more receptive. He can also slice the dashboard by tenure, to learn whether recent hires have been effectively onboarded before approving new hire requests to absorb extra work.

As organizations increasingly look to data to help them in their transformation efforts, it’s important to remember that this doesn’t just mean having more data or better charts. It’s about mastering the organizational muscle of using data to make better decisions; to hypothesize, experiment, measure and adapt. It’s not easy. But through careful collection and analysis of the right data, a major transformation can be a little less daunting – and hopefully a little more successful.

By: Chantrelle Nielsen & Natalie McCullough

.

.

AIHR – Academy to Innovate HR

What is People Analytics and how is it different from HR Analytics, Workforce Analytics, or Talent Analytics? What has made it so popular all of a sudden and why should you be excited about it? What is the ROI of People Analytics? These are the questions that will be answered in this video!

For more, related information, check out our HR analytics + digital human resources management courses and certification programs: 🎓 Learn everything you need to drive data-driven decision-making in HR (certificate program) 💥 https://bit.ly/3c6UQN8 🎓 Get the skills you need to use technology to make HR more effective (certificate program) 💻 https://bit.ly/2VjsdGm Have a greater strategic impact with data as an HR Business Partner 🎯 https://bit.ly/2vZou6a

Can’t decide? You can access all our courses and certificate programs with our full academy license 👩‍🎓 https://bit.ly/2w4k9P1 👋👋 P.S. Follow us on LinkedIn for the latest HR Analytics developments! https://www.linkedin.com/school/aihr/

More Content:

HBR Store
About HBR
Manage My Account

%d bloggers like this: