¿Qué haces si quieres avanzar en tu carrera mejorando tus habilidades de delegación?

Aprendi com uma professora de produtividade compassiva ( a Thais Godinho, criadora do Método Minha Vida Organizada) que não é possível organizar sem antes "destralhar". Tralhas são eliminadas e não organizadas! Assim vejo as tarefas nem-nem (nem urgentes e nem importantes) na minha pipeline de trabalho: pura tralha. Parece radical mas ajuda a tirar o peso de uma lista infinita a fazer para que possamos concentrar energia no que pode e merece ser feito.

When thinking about what to delegate and who to delegate to, I have found that it is crucial to understand your team's strengths and goals. In knowing their strengths, you can give them tasks that match with their skillset so that they are set up for success in completing that task. If you give them something they are not well suited for, even if you provide help along the way, you may still be setting them up for failure. Knowing their goals, both professionally and personally, helps to give them tasks that they are passionate about. There is nothing better than being trusted with a task that you care about, feel confident that you can complete well, and are excited about.

1) Task Complexity: Assess the complexity and nature of the task to determine if it can be delegated effectively. Tasks that are routine, time-consuming, or have clear instructions are often suitable for delegation. 2) Skill Level: Consider the skill level and expertise required to complete the task successfully. Delegate tasks to individuals who have the necessary skills, knowledge, and experience to perform them competently. 3) Workload: Evaluate your own workload and priorities to identify tasks that can be delegated to free up time for more strategic or high-priority activities. Delegate tasks that are lower in priority or outside your core responsibilities.

Effective delegation hinges on understanding your team's strengths and aspirations. Matching tasks to their skill sets ensures they thrive and deliver successfully. It's about setting them up for success by aligning their capabilities with the job at hand. Equally important is knowing their goals—both professional and personal—so assignments resonate with their passions. When team members are entrusted with tasks they care deeply about, it fuels their confidence and enthusiasm, fostering a productive and fulfilling work environment.

Specificity is the key in delegating the task. In all aspects for task, time and what are your expectations as a delegate, you need to specify. Specificity removes assumption. Once assumption strike off, you get the outcome what you desire.

Precision is essential when delegating tasks. Clear expectations regarding the task itself, timelines, and desired outcomes eliminate ambiguity and assumptions. This clarity ensures that the delegated task aligns closely with your vision, resulting in the desired outcomes. Specificity not only streamlines workflow but also enhances accountability and efficiency, paving the way for successful project completion.

Not only bad but good feedback is also necessary to provide. We always term feedback as negative but logically it is the testament from the receiver who wants the best for its delegates to perform.

Feedback is crucial for growth, encompassing both constructive criticism and positive reinforcement. It's not just about addressing shortcomings; it's a reflection of genuine interest in fostering improvement and success. Embracing feedback, whether highlighting areas for development or acknowledging strengths, cultivates a culture of continuous learning and excellence. It's a testament to support and commitment to helping others perform at their best.

1) Be Approachable: Create an open and supportive environment where team members feel comfortable approaching you with questions, concerns, or feedback. 2) Offer Guidance: Provide clear instructions, resources, and assistance to support team members in completing their tasks effectively. Be available to answer questions and offer guidance when needed. 3) Provide Regular Feedback: Offer constructive feedback on both strengths and areas for improvement. Recognize achievements and successes, while also providing guidance on how to enhance performance.