Tips for Communication and Delegation Skills

As a new manager, I initially struggled with delegating tasks. I often ended up doing tasks that my team could have done better. Managing people was a skill I had to learn on the job. At first, I hesitated to delegate because I didn't want to seem out of control. But I came to understand that when leaders don't delegate, it stifles the team's growth and morale. Over time, I realized that delegating is a key part of effective leadership. Delegation is all about moving from a hands-on manager to an inspiring leader. When you delegate effectively, it lets you step back, see the bigger picture, and focus on long-term strategy. Delegation is also a powerful way to build a stronger, more capable team. When you give your team members meaningful responsibilities, it helps them develop skills, increase their confidence, and take ownership of their work. And the benefits don't stop there. Studies show that companies with leaders who delegate effectively experience faster growth and higher employee retention. Mastering delegation transforms you from a manager who simply assigns tasks to a leader who motivates and guides. Here are a few tips on how to master the art of delegation: 🔭 Embrace the balcony view: Step back from the daily grind and focus on long-term vision and strategy. ✅ Match tasks to skills and strengths: Pick tasks that fit your team's skills. Don't just give away tasks you don't like. 🙌 Empower, not micromanage: Set goals and offer help, but let them do their job without micromanaging. 🛠️ Give team members what they need: Make sure your team has the tools and information to do the job. 💭 Let them decide how: Trust your team to figure out the best way to do the task. 💡 Share the "why": Explain how the task fits the big picture and why it matters. 📅 Check-in sometimes: Have quick meetings to see how things are going and offer help if needed. 🎉 Celebrate successes: Recognize achievements and celebrate when your team does a good job with the tasks you've given them. 📢 Provide feedback and guidance: Be open to questions and offer constructive support. What have you found most effective in delegating tasks? I'd love to hear your delegation strategies for empowering your team. * * * 🌟 Found this useful? Please share it with your network 🔁 and follow me, Mukhtar M. Ibrahim, for more content like this. Join the community. Thanks for your support!

Years ago, I worked for a leader who told the team, “Everyone is replaceable.” That felt as good as you might imagine. The thing that the leader failed to recognize was that they were also replaceable—and they should be. I see so many leaders struggling to keep up with work because they refuse to delegate. It’s born out of a lack of trust, panic that something will go wrong, and likely a fear of losing control. Sounds healthy, right? Obviously, it’s not. If you’re struggling to get it all done, think about delegating effectively: 📝 Write goals to help guide the transition you need, personally and professionally. This will help you to right-size your workload and feel better about your focus.  📍 Map out all of your work and responsibilities, and determine what’s a priority, what gives you energy, and what drains you. This will help you to identify the work that’s suited to you. 🔍 Identify areas/projects that can and should be delegated, and map out when you’d like it to happen. 🙋♀️ Identify the people best suited to take on this work and discuss it with them. Onboard, train, and support them—setting expectations is key to help you build trust. 💥 Empower people to think and act autonomously AND set expectations about checking in.  🧘Carry on by actively following up with those you’ve empowered. Coach them, praise them, be patient, and benefit from the results, which will bring clearer focus, time to think strategically, and a team invested in your mission. I’ve helped dozens of leaders find focus, prioritize what’s important to them, redefine their roles, build trust with teams, and succeed. Get in touch if you want an outsider’s point of view and solutions that genuinely work for you—the current version and the future version. #delegation #leadership #leadershipdevelopment #leadershipcoaching #goals #focus #focus

Steve Jobs, Richard Branson, Warren Buffet, and Teddy Roosevelt all credit their massive success to one thing: delegation. 4 simple steps to 10x your productivity by mastering the art of delegation: I used to be a control freak and perfectionist. I thought I had to do everything myself. But here's the thing: we all have the same 24 hours in a day. No matter how hard you work, there's a limit. That's when I realized, to scale my company, I had to master delegation. It was a tough pill to swallow. Letting go and blindly trusting my team felt like jumping off a cliff. But it was also liberating. And now, it's 10xd my productivity. Follow these 4 steps to get a leg up on it: 1. Identify tasks to delegate It started with a simple list of my responsibilities. After a week, patterns emerged. Repetitive, rote, rule-based tasks were perfect for delegation. The relief I felt just by identifying these was incredible. Time freed up. 2. Select the right people You must get the right people in the right seats. Match delegated tasks to team members with relevant: • Experience • Bandwidth • Interests That last point is worth reiterating. A scientific study by Rong Su found that people who are naturally interested in their work are more motivated to solve challenging problems and stick with their roles longer. It’s common sense, and science backs it. 3. Set clear expectations Brené Brown said it best: “Clear is kind. Unclear is unkind.” My firm lays out specific deadlines, requirements, and communication channels for maximum clarity. This removes friction and confusion, making the process smoother across the board. 4. Trust your team (and verify) Micromanagement signals a lack of trust. Nobody likes a nitpicker. Let good people take the wheel. Initially, I checked in frequently, but over time, I used: • KPIs • Peer reviews To gauge the process. If they fall short, that’s where constructive feedback comes in. Start small, be available for guidance, and slowly scale delegation. That’s how you multiply your influence. The end goal is to build a team that will thrive without you. Ask yourself: • Are there responsibilities you can start delegating today? • Who on my team is ready for more challenges? Once you have clear answers to those questions, TAKE ACTION! Follow me @evannierman for more deep dives.

Here are some reflections from the slopes. It’s a little wet today so tucked into the lodge at Sugar Bowl Resort for a hot Americano and some reflections on what ski/sbowboard coaching can teach us as leaders: 1. **Delegate According to Skill Level**: Just as a ski coach would not assign a beginner to tackle a black diamond slope, leaders should delegate tasks based on the skill level and experience of their team members. This approach, known as the SLII model, suggests that leaders should adjust their leadership style based on the development level of the individual on each specific task or goal. 2. **Invest Time in Training and Communication**: Before delegating tasks, it's crucial to invest time in training team members and communicating expectations clearly. This helps avoid misunderstandings and ensures that the delegated tasks are completed effectively. In ski coaching, clear rules and expectations are established from the first training session. 3. **Trust and Empower Your Team**: Delegation is not just about assigning tasks; it's also about trusting your team to deliver results[1]. In ski coaching, coaches serve as liaisons and provide support, but they also trust their athletes to perform[5]. Similarly, leaders should empower their team members, giving them the autonomy to make decisions and solve problems independently. Bonus: don’t expect perfection right after you’ve taught a new skill. Make room for practice and coaching before expecting independendent excellence… patience pays off ;) These lessons highlight the importance of understanding your team's capabilities, communicating effectively, and fostering a sense of trust and empowerment. Thank you to Henry Ryerson for your leadership and investing in us (your team)!

One of the hardest things I see for new people leaders is learning how to exercise healthy delegation. I was meeting with a group of new(ish) leaders earlier this week and i noticed three of the same, common themes that I consistently hear: 🛑 Fear of delegation due to unhealthy examples early in their careers (offloading) 🛑 Highly-competent individuals not wanting to “lose their edge” in their areas of expertise 🛑Wanting to “protect” their team members and not give them too much work. Here’s the deal: Delegation done well is the best way to replicate yourself as a leader and grow your bench. But, you have to do it the right way: 1️⃣ Ask if they want the ball…then give them CLEAR EXPECTATIONS of the outcome needed. And, be explicit as to which level of delegation this is. 2️⃣ EMPOWER them to own that outcome by setting boundaries, creating regular check-ins, and giving them the right resources. 3️⃣ If their first time owning something, watch for early warning signs of floundering and step in to COACH them. Don’t take back control, just coach. 4️⃣ CELEBRATE them once they’ve achieved the outcome you gave them. Dont tell them all the things you would have done differently, just take a moment to encourage! 5️⃣ Finally, GIVE FEEDBACK on how they did. Ask them what they would do differently in the future, what they learned, and offer some input from you perspective. Don’t rob your team members from the experience and learnings that come with owning something—give them a chance and coach them through it the same way someone took a chance on you! #delegation #leadership #itleaders #leadwrshiptraining

Bonuses only matter, right? Think again. When it comes to project success, teams crave: 🌟 Clear Communication 🌟 Trust 🌟 Feedback Groundbreaking insights reveal: 70% of projects fail due to lack of clarity, regardless of the tools in place. Here's the real shocker: 33% of team members feel their expertise isn't utilized. That's a third of your squad feeling underutilized. Ponder on that. Why This Matters ➨ Faster Deliverables Effective feedback speeds up project timelines by 27%. ➨ Elevated Quality Clear objectives can spike the project's quality by 19%. ➨ Team Cohesiveness Teams with trust are 3.5X more likely to meet deadlines. ➨ Resource Optimization Informed teams utilize resources 42% more efficiently. Now, no doubt, tools are pivotal. Everyone needs the right resources. But they aren't the be-all, end-all. Here's the revelation: Clear communication bridges the gaps tools can't. It's the linchpin of a successful project. Your Action Plan 1. Transparent Objectives: Clarify the 'why' behind tasks. Purpose drives passion. 2. Feedback Loops: Encourage open dialogue. Mistakes are growth opportunities. 3. Trust Sessions: Team-building exercises to foster mutual respect and understanding. 4. Skill Spotlights: Hold sessions where team members showcase their expertise. 5. Delegation With Clarity: Ensure tasks align with strengths. No round pegs in square holes. Bringing It Home Don't just assign, engage. A simple "How can I support you?" changes the game. Success isn't about just meeting deadlines. It's about nurturing growth, trust, and collaboration. Kickstart the change. Witness project efficiency, team satisfaction, and quality escalate. Let's transform our project landscapes, one clear communication at a time. P.S. If this struck a chord, share to enlighten others ♻️

Stop doing everything. Most leaders fail to delegate enough. Here’s why you need to delegate (and how to do it right): Many leaders struggle with delegation. It’s more than just dividing up tasks. It's about empowering your team to take ownership and spread decision-making. Here's why you need to delegate and how to do it effectively: 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 You can only accomplish so much on your own. Delegating transfers focus from individual work to collective output. It allows you to harness the full capabilities of your team to drive faster results. 𝗗𝗲𝘃𝗲𝗹𝗼𝗽 𝗙𝘂𝘁𝘂𝗿𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 Delegation gives team members visibility and helps build critical skills. It shows you recognize their potential for growth. Nurturing future leaders strengthens your team over time. 𝗚𝗮𝗶𝗻 𝗮 𝗡𝗲𝘄 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲 People closest to certain tasks often have valuable insights. Delegation taps this knowledge and brings fresh perspective. It also builds trust when you act on input. 𝗔𝘃𝗼𝗶𝗱 𝗕𝗼𝘁𝘁𝗹𝗲𝗻𝗲𝗰𝗸𝘀 Taking on too much yourself creates congestion. Tasks pile up waiting for you, impeding overall progress. Spreading work across the team prevents blockages. 𝗧𝗶𝗽𝘀 𝗳𝗼𝗿 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗗𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗼𝗻: • Give context, not just tasks. Explain how it fits into the bigger picture • Match assignments to interests and abilities. Play to people's strengths • Outline requirements, but don't micromanage. Allow flexibility in execution • Check-in periodically. Offer support without taking over • Recognize effort and celebrate wins. Highlight accomplishments publicly Delegating well demonstrates trust in your team. It empowers them to step up and excel. Practice letting go of control while remaining available to coach. You'll be amazed at how your team rises to the challenge. If you enjoyed this, download the Syllabus for Lead In 30 - the leadership development training program that transforms leaders in just 30 days: https://www.leadin30.com

What makes a great leader: 2. Take time to clearly delegate (part two). Delegating takes some strategy … here are some ways to do it: • Find the right person for the role. Look for the person who raises their hand and shows interest. • Think ahead about what hurdles the individual might encounter. When you put another individual in a leadership position, that person is going to be tasked with influencing, protecting and having hard conversations with the people they interface with. And so, sometimes it’s helpful for you as the person delegating to get ahead of those hurdles by reaching out to the people your delegate will be coming into contact with. Just something as simple as saying, “Hey, this person on my team is going to be reaching out to you, instead of me calling you. I’ve empowered this person to do this.” • Explain up front why you’re delegating this task. Don’t be opaque. Explain the context of what you’re trying to do for the individual: This is me elevating you. This is me giving you a leadership opportunity. You have to explain it so they understand that you’re not trying to unload work on them. Also be clear that you’re putting them in charge of this task to see how they handle different situations. Make sure they understand that you want to see how they perform. • Provide clear instructions. You want to be clear about what you expect, but not so prescriptive that the individual can’t stretch and grow. Offer a framework of what outcomes you want to see and what steps it will take to get there. But then let them know that you trust them to decide who they choose for their team, and how they lay out their processes. • Carve out time and resources. When you’re asking someone to take on a responsibility, let them know that this is work — not something you expect them to do on their own time. You’re not asking them to work nights and weekends or take PTO to do this. Look for things you can take off their plate while also providing support so that they, as leaders, can delegate, too. • Make sure they’re asking questions, and be available to answer them. When I delegate, I want that person to come to me when they have questions or get stuck. Then I want to see: Are they coming to me and asking clarifying questions? Or are they going down a path without contemplating whether they have the right mix of people to accomplish the task? • Prepare them to pitch their ideas. At some point during this stretching exercise, this individual is going to have to get the company sold on one of their ideas. As leaders delegating a task, it’s our job to help the individual prepare for the meeting, think about how they’re going to convey their idea, and ultimately deliver it. And then, as I’ve said before…You do, I cheer!

Trust is built through actions, not words! Trust is at the heart of any effective leadership style. I’ve found that it can make or break a team's performance, morale and overall success. Today, I want to share some insights on building and maintaining trust within your team, based on my 20+ years of experience in leadership roles. Transparency is Key: Share important updates, both good and bad. If something isn't going well, it’s better to let your team know rather than keeping them in the dark. People appreciate honesty. Open-Door Policy: Make sure you're approachable. If team members feel they can come to you with any problems or suggestions, you’re on the right track. Be Consistent: Try to treat everyone fairly and keep your promises. If people know what to expect from you, they're more likely to trust you. Acknowledge Mistakes: We're all human... we all make mistakes. Owning up to them shows maturity and reliability, two qualities that help build trust. Provide Feedback: Positive or constructive, feedback helps team members know where they stand and how they can improve. It's a two-way street... encourage them to provide you with feedback too. Tip: Always use Positive Reinforcement when giving feedback... don't make it all about the individuals shortcomings. Empower Your Team: Delegating tasks or responsibilities not only shows you trust your team's skills but also encourages their own development. The sense of ownership they get from it often leads to better results. Show Appreciation: Recognize and reward good work. Simple acts of appreciation can go a long way in building a positive and trusting work environment. Stick to Your Values: Integrity is crucial. If your actions reflect your words, people are more likely to trust you. Active Listening: Take the time to listen to your team's concerns and ideas. This not only fosters trust but can also provide you with valuable insights. Follow Through: If you commit to something, do everything in your power to make it happen. This confirms that you're reliable, further building trust. Leadership isn't about pretending to have all the answers. Simon Sinek - "In leadership, the quickest way to lose trust is to pretend you have all the answers. The best way to build it is to prove you don't." #LeadershipTrust #BuildingTeams #TransparencyInLeadership #LeadershipDevelopment #EffectiveLeadership