The Pillars of Leadership (5 of 5) - Delegation and Feedback

I have spent the last few years studying and perfecting leadership skills. It is a journey that is ongoing and I always feel I can do better. I thrive to learn from others and I have read a lot of books. I don't always get it right but I learn from my mistakes. In this series of articles (a couple of weeks of busy times made it difficult for me to finish this post), I am sharing what I have learned.

My three previous posts covered:

• Vision and Inspiration
• Accountability and Courage
• Trust and Integrity
• Knowledge and Wisdom

Today, I am going to write about delegation and feedback.

Delegation

One of the hardest skills leaders have to learn is how to delegate. It is not an easy thing especially if you have invested a lot of energy in building an organisation or a business. You think you know best and other just won't be able to do the job as well as you?

Many people in leadership positions drown because they are unable to let go of things. They have the attitude, "if you need a job done properly, better do it myself." This is a very limiting mentality and will eventually stifle growth.

Have you seen a toddler learn to walk. As an adult helping a toddler to walk, you need to let go of the babies hand. They need to learn to walk independently and they won't learn if you are always holding on to them. They will see your steadying hand as a comfort blanket. However, if they fall over on to the carpet, that is fine! They will pick themselves up and eventually learn not to fall over. Your job as a an adult is to ensure they don't hit their heads on the coffee table. To err, is human.

If you have already mastered pillar one, having a vision, this will help you to delegate to your team. If the team understand the vision then they will follow your lead and be inspired to do the tasks that you delegate out to them. Also, as in pillar three, you need to trust them. If you are going to give a task to a team member then trust that they will do it. If you are looking over their shoulder the whole time then you will stifle them. Like with the toddler learning to walk, you need to let go of the hand.

So be clear on your expectations for the task that you are delegating, be clear what good looks like and let them get on with it.

Feedback

Mistakes will be made and your team will not deliver perfectly to your high standards. If you are not happy with the way they are delivering them then it is important to give them feedback. Many people shy away from giving feedback because they don't want to upset people. Wouldn't you be upset if you found out that people thought you were doing a bad job but no one ever told you?

If you find it hard to give critical feedback, then first purify your intention. You are not being critical to hurt their feelings. No, you sincerely want to help them do a better job so focus on your good intention.

Then, when you give the feedback don't make it personal but be precise in the behaviours and actions they could change to enable a better outcome. Reinforce exactly what you are looking for. Also, give feedback early otherwise they will wonder why you didn't tell them before.

There is no such thing as bad feedback, just feedback given badly.

If you give critical feedback in the right way it will be seen as being positive and help people to achieve more.

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