Delegate means “to trust to others”.  Not easy to implement partly because you have your own story of what delegate means. Sometimes, you donot know how to find or manage a delegatee.

Let us explore and explode some of the biggest myths about delegating.

Myth:  It would have been easier to do it myself.  Reality: Not if you gave it to the right person and explained it properly. Besides, if you try to do everything yourself, you stunt your creative growth. and the growth of others, too.

Myth: It won’t get done right (done to your high standards). Reality: There is right and then there is different. You would be surprised what some people can do, if you give them a chance. Maybe they will have a fres approach or an innovative breakthrough you never would have considered. Your way is not the only way. Let it go.

Myth: Nobody can do it but me. Reality: That is what you think. Nobody is indespensable, and if you think doing everything makes you so, you are wroing. It makes you tired, it makes you cranky, it eventually makes you sloppy. It makes people want to find a replacement for you.

Myth: People will hate me if I dump things on them. Reality: First of all don’t dump. Teach, guide, encourage. People want to contribute, to be part of something, to feel needed, to learn. You learn and grow by helping someone else develop, by giving them work and a chance to learn from you. You also gain a disciple who will help you get through the everyday stuff.

Myth: If I enjoy doing it, I should keep it for myself.  Reality: You may be ignoring high payoff taks by continuing to do little fun tasks of no real consequence.

You need to find some way to delegate when you are exhausted and can’t finish everything.  Or when you are great at coming up with ideas, tons of them, but you never get around to the follow through. You are a starter, so you need a closer.

When choosing whom to delegate to, keep the following tips in mind:

• Match the task to the person’s strengths.
• Take advantage of offers of assistance, even when they were made long ago.
• Look for someone who can do it better, faster, with more attention to detail.
• Ask for help. People may not know that you need it. Really.
• Try to create win-win situations. Make helping you a rewarding, appealing experience. Be generous with your support and your praise. Not your time.
• Everyone is the center of their own universe, the star of their own movie. They have their own agendas, no matter how altruistic you may believe them to be. You must figure out a way this assignment benefits them.
• Give them a reason to want to do it. What is the value to them. Sell them on the benefits, the rewards. These can be long – termijn or short term, monetary or social or person. If one motivator doesn’t work, find one that will.
• The right person for the right task. Know their strengths and weaknesses and match the task to their strength.
• Let the person have input in the beginning so they will take ownership of the job.
• Listen carefully. Be sure they understand the assignment. Have them repeat it back to you. Encourage them to ask questions up front.