I worked for a credit union years ago, and when I was first promoted to HR director, I remember my boss telling me that my promotion came with a lot of changes. I would no longer be assessed just on my technical expertise. My success would be evaluated on my leadership abilities and how my team performed. This was a challenge for me, as I enjoyed being a problem solver and technical expert. When an employee had a benefit question, I could answer it off the top of my head. When there was a payroll issue, I felt accomplished when I could figure out the discrepancy. Yet this all changed when I was promoted. I was now expected to coach and train my staff to take care of these issues while I focused on more strategic, long-term projects.
Many leaders struggle to make the leap from manager to leader because they fail to realize that the value they bring to the organization changes when they are promoted. When most managers are promoted, they continue the activities they did in their previous role and take on some additional duties like performance evaluations and answering staff questions. But to be a successful leader, a big shift has to occur. You need to make sure you are not confusing your expertise with your value. As an HR generalist, the value I brought to the credit union was my human resources expertise. But as an HR director, my expertise was less important. Different competencies like influencing, coaching and delegating were required to be successful. This was a big mental shift for me, and one that didn't happen easily.
One of the first things I needed to do was to identify the key result areas for my new role, and delegate the activities that were not in my key result areas. This exercise helped me to focus on the areas that were most important to be successful as a leader.
Defining key result areas is one of the first exercises I have participants in my leadership programs complete so they can be absolutely clear about where they need to focus their energy and time. For a copy of the exercise I use in my leadership program, click here: Key Result Areas Exercise
Once you have identified your key result areas, the next step is to determine what to delegate. This sounds easy, but in practice it can be quite challenging. The truth is, most leaders have not mastered delegation. Most of us struggle to let go of things we know we can do well in order to free up our time to focus on areas that will deliver more value. Additionally, many leaders get addicted to the feeling of checking things off their list. I am a master at list making, and checking things off gives me a rush of accomplishment. But sometimes they are small wins and not the things I should be working on. I keep myself in check by identifying my top two priorities for the day and completing those before I move on to smaller tasks.If you ever struggle with letting things go, here are three tips to become a master delegator:
1. Track your activities. For two weeks, make a list of every activity or task you come across that can be done by someone else. As a business owner, I used to struggle (and sometimes still do) with handing things off to my assistant. I would convince myself that this task was something only I could do. But when I had more work than time, I had to make a change. I created a list of things my assistant could do and started delegating tasks each time we met. Some activities were easy to delegate (create tabs for leadership binders) and some were more complex (manage my website). I didn't delegate everything at once, but creating a list helped us to work toward unloading more things off my plate. Another strategy is to think about how much you make an hour, and determine if a task or activity is worth paying your hourly rate, or the rate of one of your employees. Delegate tasks that can be done by someone else effectively, but cheaper.
2. Take time to coach and delegate effectively. There is a difference between dumping and delegating. Dumping is assigning a task to someone with no guidance or direction. Delegating (particularly for more complex tasks) takes time and patience. Most people avoid delegating because they know it will take more time up front to show someone else than to complete the task themselves. But that investment of time will reap rewards down the road. The proper way to delegate is to explain the result you need, share information or expertise you have, and then provide support as your employee completes the task herself. Give the employee the authority to carry the task to completion, and don't micromanage the process. Let your employee know you are available if he has questions.
3. Create a follow-up system. Depending on the task, you may need to create a method of follow-up with your employee. Does he need to send you a report each month? By what date? Does he need to let you know when he's completed the task? Be clear when you are delegating about deadlines and the follow-up method. I once delegated an important task to my assistant and didn't give her a deadline. I assumed she knew it was a priority. I assumed wrong and it was my own fault. As a leader, it is your responsibility to be clear about your expectations. Use the Why-What-When method. Why you need it, What you need, and by When.
Do you ever struggle with delegation? What are your tips for letting go of tasks that aren't a good use of your time?
I really love and enjoy this reading. Reading this I learned that when you speak out clearly you thoughts and ideas people see you as winner, because you are not afraid to go straight to the point.
Great article.....And happy belated birthday! Welcome to my world, young lady!
Whenever I have a work project that I keep putting off - I think about delegating that project to someone else - which accomplishes 2 things- it gets the project done and frees us my brain space thinking about it.
Good morning. I loved this read. Thank you so much for sharing. Sincerely, Melissa :)
Thank you for this blog Laurie. I liked most part and specially "As organizations have become more complex, there is a tendency to require employees to do more with less. This is a slippery slope, and often can result in employees feeling overwhelmed and burnt out. One of the biggest contributors to this is not evaluating resources during the strategic planning process." I will use this practice "A best practice is to do what I call Priority Planning—putting important practices on your calendar ahead of time so they become a priority in your day. Examples of activities to Priority Plan include scheduling recurring coaching sessions with each team member, time for strategic thinking and planning, vacations, doctor appointments, important children’s events, and blocks of time for focused work on projects." To be more effective, I will get a good rest so I can have enough energy in the morning. I will read the blog again along with the other links on employee evaluation. Thank you so much Laurie. Best wishes to you and your family.
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I love the feedback on the more than 50 hours of work. AND filling time. So true. Unfortunately, showing that you work longer hours is still seen as being a "hard worker" - not sure how to change that though.
I enjoyed the read. I concur that transitioning from technical skills to delegating results was a task within itself. I did not realize I was almost trying to do the same thing from my previous position, and it was not working. However, I am seeing the results of how delegating daily tasks makes my job and workload easier. Thank you, Laurie.
Thank you for sharing information about your trip Laurie! All 3 things resonate with me - probably #1 being the biggest. I know when I'm gone for a week, I'm still thinking about work and need a vacation when I get back because I did not relax enough. I think your idea of a longer vacation is definitely in my future!!
Hey Laurie, My take on your list - 1 - everyone has a story - listen 2- social media causes interpersonal problems 5- generational differences create hurdles / earn it you aren't entitled / we should help them get there not give it to them 6 AMEN some leaders I would have followed thru Hell, some I wish - well, you know 7- true BUT be as good as your word and 14- Hopefully we leave some good from our efforts, I know the good leaders I have had have. Seen a lot in my career but it really comes down to treat others the way you want to be treated, fair, honest, and straight forward. Good read. Take care
I love this so much and thank you so much for sharing! I really just love realizing that enjoying the simple things sometimes is the best! Also recognizing that what is important and fun to you may not be everyone else's fun on the on the trip. “Do we get to keep these toiletries?” was my favorite!!!! :):) Glad you had a great time and got to spend it with your family!
I very much resonate with lesson no 3! Thank you Laurie
I think the part that you might have missed in their top 5 things, some of which were not "Italian" or even different from home, all of them happened with you, both of you. And i think that is what they will remember too. And you've got tons of photos that will remind them of what the Sistine Chapel looked like - then they might remember what it sounded like or smelled like. Oh- and i agree with you 100% about sleep!
LOTS of great take-aways from this post! Thank you for posting! I especially love "slow down to speed up". That's a keeper!
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the not getting enough rest to be at my best. definitely need to get more quality sleep and make that a priority
It really is hard to narrow down the 3 lessons into one because they are all so interconnected. You need to give your mind and body THE TIME to relax SO THAT you can enjoy the SIMPLE THINGS, including REST. I enjoyed that lesson as a whole. I will take that lesson with me on my next vacation (or staycation). As always, thank you Laurie for your candor and for sharing your own lessons with others so that we too can benefit.
Great information and reminders
Laurie, Thank you for sharing your trip and these nuggets. The lessons that resonate most with me are it does take time to relax and getting proper rest. When you devote 15 plus hours of your day for work, taking care of home and others; the 6-7 hours you lay down does not cut it! For me during this time I'm trying to unwind and find myself thinking fighting not to think about what I have to do tomorrow. Even after I create a to do list for the next day...I find things I need to add. Taking a day off here and there doesn't cut it as well because of all the plans you have for that day. I try to make sure my Mental Health Days remains just that.... time for me to laugh, cry, scream.... whatever I need to release the cares and stress!
Really enjoyed the article... and all very true!
Since I was already well aware of #1 (I'm in the same boat with taking a long time to relax), I think I'm resonating most with #3. I'm learning to prioritize sleep / rest and it's been wonderful. Love that you said "I love sleep.". :)
Welcome back from vacation. Well deserve! Action is the key to success. Shoulder to shoulder, coaching and delegating task to help other employees grow are very important. It is a sacrifice that one must do. Forget about yourself and be with your team day in and out to help them grow, is not always easy. On the long run, your team is stronger, and you can depend on them for the success of the organization. Thank you so much!
So many great tips here, thank you!
I am so impressed you're able to disconnect and these are great tips I'll be sure to try on my next trip!
Such a great post - so inspiring!