Delegation kicks up a ton of potential issues -- control, authority, fear, image, and even sadness. While it can be tempting to dive into tips and tricks, I highly suggest helping emerging leaders by having a broader conversation focused on how they FEEL about delegating. This can often surface more specific concerns, objections, or unmet needs. Delegation is complex and contextual, so being curious about their pain points first will help you accelerate their delegation rate and confidence in doing so!

Finding difficulty in delegating is primarily because of lack of prioritisation. One of the important things I recommend is to follow the well-established, four quadrant framework for daily tasks: - urgent and important - important but not urgent - urgent, but not important - not urgent not important. This is useful for planning your daily tasks and activities on the basis of which you can decide which are the high impact and low impact tasks where you are not necessarily required to be involved yourself and can be delegated. You will find them in the 'urgent and not important' quadrant. You can focus on high impact activities. Needless to mention this quadrant-based daily exercise has to be linked to your overall goal.

To support an emerging leader struggling with delegation, begin by emphasizing the value of delegation in enhancing team efficiency and developing others' skills. Provide training sessions focused on identifying appropriate tasks for delegation and understanding team members' strengths and weaknesses. Encourage them to start with small, manageable tasks to build confidence and gradually increase the complexity of delegated work. Offer ongoing mentorship, discussing real-life scenarios and providing feedback on their delegation attempts. Additionally, create a safe space for them to share concerns and challenges, reinforcing that delegation is a skill that improves with practice and experience.

Supporting an emerging leader struggling with delegation begins with fostering trust and confidence. Start by emphasizing the importance of delegation as a tool for growth, not just for the team, but for their own development as well. Offer guidance on identifying tasks that can be delegated and matching them with team members' strengths. Encourage open communication, ensuring they feel comfortable asking for help and providing clear expectations when delegating. Regular check-ins will help them track progress and adjust where necessary. By offering mentorship, reinforcing trust in their team, and providing consistent feedback, you can empower them to build their delegation skills and succeed.

This is very simple. Position yourself as the guide. You're not telling them what to do, you'll guide them. Provide the following: - Make clear what their responsibilities are. - The expectations. - Coach them where necessary. - Create an environment where you encourage them to ask for feedback, questions and help - Provide every resource that makes their taks easier and more efficient Also organise 1 on 1 meetings if neccesary where you check on them how everything is going and what can be handled better