Last week my attention was drawn to the importance of taking responsibility for the delegation process. If people in business want to move from doing to managing and then to leading then delegating is the critical skill to enable this transition. And when you are in the doing mode it can be very challenging to make the time to have the conversation with the right content to enable another person to perform exceptionally - because that is what they will have to do to meet your high standards!
If the other person does not perform; before you point the finger of blame - point your thumb at them and then notice where your four fingers are pointing - right at you!!!! Then acknowledge what 3 or 4 things did you do to set this person up for failure or lack of performance. I did this just recently and acknowledged I had not invested the right amount of time in a delegating conversation. The other person told me I should get angry at them - and I said no, because I had not done my job to the best of my capability - so if anger was going anywhere it was towards me for not having a good delegating conversation. I had not been at my best as a leader.
Courageous leaders need to look at the time and thought they invest in their delegating conversations - do they set others up for high performance and success?
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