Grow people to grow your business
If you want something done...ask a busy person. Traditionally, most of us were taught that if you want something done “do it yourself.” That simple assertion is probably the major cause of poor attainment, minimum progress, stagnation and stress for the individual who then becomes trapped in a straight jacket mindset. The belief that, if you want something done, do it yourself, is also a major cause of failure in leadership.
Success comes through people. The great leaders and managers of the world surely have at least two things in common. First, they have a desire to employ people with greater skills or knowledge than they themselves possess. Secondly, they have an ability to develop and grow other people into success making them eventually leaders.
Growing people is achieved by careful and planned delegation of responsibility and empowerment. No leader will ever achieve very much if they try to do it all themselves. The skill of successful delegation is a skill that doesn’t come easy normally. It is a skill there to be learned. It is also a skill that when used, it comes obviously with risk. However, the rewards can be monumental with the loyalty and trust that inevitably comes from people who are empowered with responsibility.
Let me share with you the four stages of successful delegation.
1) Assume that people who work for you have the ability to do what the manager or leader requires. It is paramount that the leader show confidence, belief and trust in their subordinates. By showing that they have that confidence in their staff most people will rise to the level of ability that the manager is assuming they have.
Let me remind you of the foundation of all personal development. “It is not ability but desire that creates success.” Abilities can be learned and if a manager shows their own confidence in an individual’s abilities, this will in turn, increase the person’s desire if the ability is at present limited.
2) When delegating a job leave as little doubt as possible in the employee’s mind as to what is expected.
Tell the individual: A) What should be done B) Why it is needed C) When it should be completed
3) However, do not tell them how. This is the secret of successful delegation. When you tell someone exactly how you want a task carried out, if removes any creativity. It becomes completely boring. There is no challenge and they learn very little.
You might say, “my tasks are far too important to risk a mistake,” in which case you can ask the person to work out the best way of tackling the task but to check with you before actually proceeding. This may give you fewer sleepless nights!
4) Finally, the inspirational leader will, of course, give credit and praise generally to the person who does a good job.
If on the other hand, they do a lousy job (which is unlikely if you have followed the above stages) don’t make a great deal of it. They know probably better than you that they have not made a success of the job and will have had a jolt to their confidence. One thing is for sure, they will almost certainly not make that mistake again.
So in this world where it is increasingly difficult to recruit people with the right skills, set out a programme to grow your own. We all get greater satisfaction from our own vegetable plots than the ones from the supermarkets.