Here's how you can conquer your fear of delegation and trust your team members.

To sleep better at night, do put boundaries in place. Trust is important, but boundaries or 'freedom in a framework' doesn't just help you, crucially it also helps your team member to feel safe. The simplest way to do this is to say, "Take it up to point [X], then let's check in together".

To conquer the fear of delegation and trust team members, communicate expectations clearly, provide training, and start with small tasks. Monitor progress, offer guidance, and celebrate successes to reinforce trust. Embrace mistakes as learning opportunities and delegate decision-making authority. Foster open communication and address concerns promptly. Over time, as trust builds, gradually increase the complexity of delegated tasks. This approach cultivates a supportive environment where team members feel empowered and valued, leading to increased collaboration and better outcomes.

Recognise that delegation can enhance productivity, foster team capacity, and provide growth opportunities for your team members. Begin by delegating smaller, less critical tasks. This can help build your confidence in your team’s abilities and their confidence in handling more responsibility. When you delegate, be clear about what you expect in terms of outcomes, deadlines, and standards. Clear expectations can prevent misunderstandings and ensure that your team members know exactly what is required of them. Encourage open lines of communication. Let your team know that they can come to you with questions or for clarification at any point. Being approachable will make it easier for you to monitor progress without micromanaging.

Building trust can feel ambiguous so to help get clarity on what this actually means, ask yourself “what do I need to observe or know about this person to trust they can do the work?” This question will help you dig into the tangible behaviors or skills needed for you to have trust in the outcome.

Spending time with team members to know who they are, their strengths, weaknesses, and career goals is the first step in trust. Making sure you make time to listen. Put your phone and email away. Showing them you care about them as a person and not just a number. Getting true buy in from them on projecting and things.

Effective delegation goes beyond just conveying expectations; it involves fostering a collaborative dialogue with your team members. Encourage them to share their perspectives and insights on the task at hand, fostering a sense of ownership and commitment. Be receptive to their ideas and suggestions, incorporating them into the delegation process where appropriate. This collaborative approach not only enhances the quality of work but also promotes a culture of trust and empowerment within the team. By involving team members in the delegation process, you foster a sense of shared responsibility and collective ownership, leading to greater engagement and success.

Setting my the expectation, allowing them to fail, and coaching them along the way. I alway keep in figure involved with new team members delegation on new projects to ensure that I am coaching them along the way on things that need attention. I give deadlines to smaller goals along the way.

Setting expectations is a good exercise for you and for the person you are delegating to. Presetting the key milestones in the project and what success will look like allows you to stay aligned on whether progress is being made and ensures neither of you will be disappointed later. It also provides a clean roadmap for the person developing the new skills to signal when he/she needs counsel or input from you or others.

Clear and precise communication is pivotal when delegating tasks. Articulate exactly what you expect in terms of results, the process to be followed, and the timeline for completion. This approach eliminates ambiguity, setting clear standards and expectations from the outset. Be available to provide guidance and answer questions, ensuring that team members feel supported throughout their tasks. Clear expectations not only streamline the workflow but also reinforce your trust in the team, as each member understands their role and contributions towards the collective goals.

I make sure to set clear intentions and expectations right from the start, ensuring we are all on the same page. This approach sets everyone up for a win-win situation. It's important for me to be accessible and listen to any concerns they might have, maintaining open lines of communication. However, I also believe in giving them the space they need to perform their tasks and demonstrate their capabilities. This balance helps foster a supportive yet independent team environment.

Empowerment is not just about assigning tasks; it's about instilling a sense of ownership and confidence in your team members. Encourage them to take on new challenges and provide opportunities for them to showcase their abilities. By empowering them to make decisions and take initiative, you foster a culture of innovation and creativity. Recognize and celebrate their accomplishments to reinforce their sense of empowerment and motivation. Ultimately, empowered team members are more engaged, productive, and invested in the success of the team.

I find no greater satisifaction than building people to be their best. When a project is started and I tell staff, "I support you," it is empowering to them and to me too. Being clear that you support their intelligence, their decision-making, their questions and fresh approaches (whether immediately successful or not) is liberating and empowering. It also becomes part of the culture of your organization if it is observed by others. It is how you grow great talent and more often than not, I have been delighted at the outcomes!

Empowerment is a key element in effective delegation. Equip your team with the necessary resources and authority to complete their tasks autonomously. This empowerment signals trust in their capabilities and judgment, boosting their confidence and initiative. When team members are empowered, they are more likely to take ownership of their roles and excel in their tasks, leading to higher engagement and productivity. This approach not only enhances individual performance but also drives collective success, showcasing the profound impact of empowerment in leadership.

I aim to provide an environment that empowers my team members to successfully accomplish their tasks. When a leader or team member feels empowered, their confidence grows, and they often exceed their own expectations, overcoming any doubts or hesitations. By doing this, I also foster trust between us, showing that I believe in giving everyone the space and opportunity to shine. This mutual respect naturally leads to a sense of comradeship within the team.

Feedback needs to be consistent and we must choose our words carefeully. Feedback should be PLANNED in your delegation. It should not come as a surprise to the person being delegated to. We need to keep in mind we communicate non-verbally so when asked for assistance our face, our body language can have adverse effects on progress.

This question implies that there is a hesitation in delegating and that is often true for new leaders or when delegating to junior team members. Having a feedback process with check ins can help, but be careful to not be too hovering! Feedback can be helpful if things start to veer off track, but be sure to allow enough slack so team members can come up with their own solutions. You might be surprised at their creativity. They may arrive at a solution that differs from your approach, so be open to that. You never know...it might be something incredible!

Offering feedback is about guiding your team members towards success. Regular and timely feedback allows for course correction and encourages continuous improvement. Positive reinforcement acknowledges their efforts and motivates them to maintain high standards. Creating a feedback loop fosters mutual trust and ensures that both parties are aligned in achieving the desired outcomes. Keep the lines of communication open to facilitate a culture of growth and development within your team.

Taking time to dissect what worked and what can be improved upon with projects is always a good exercise. It solidifies ways of work to replicate and exploring issues that may have caused problems. Encourage candid conversations on these points either 1x1 or in a team. Questions can include: a) What would you do differently? b) Who else should you engage next time? c) What other resources are needed to ensure better success? d) Is this project / path / experience of continued value to the organization moving forward? Why or why not? e) Do you want to lead this again? Why or why not?

When tasks don't go as planned, it's crucial to approach them as learning experiences rather than failures. Sit down with your team member to understand the root cause of the issue and brainstorm potential solutions together. This collaborative problem-solving approach demonstrates your commitment to their development and builds trust. Emphasize the importance of learning from mistakes and encourage a growth mindset within your team. By reframing setbacks as opportunities for growth, you cultivate a resilient and forward-thinking team culture.

Being patient and supportive: Trust takes time to develop, so it's important to be patient with your team members as they take on new tasks and responsibilities. Offer the necessary support, resources, and guidance to help your team members succeed in their delegated tasks. Be available for questions and provide feedback along the way and celebrate their successes to show your appreciation for their efforts These actions help create a positive and trusting work environment where team members feel valued and motivated to contribute their best.

Conquer your fear of delegation by recognizing it as a growth opportunity for both you and your team. Start by assigning small tasks and providing clear guidance. Trust your team by empowering them with responsibility and autonomy. Embrace open communication, offer support, and celebrate successes to build confidence in their abilities.

One of the most fundamental responsibilities you hold as a leader is to develop others. It’s important to pause and ask yourself, by not delegating, how am I serving my team?

A way that I have found my teams and people I coach yo come together for the command goal is through vision and mission. I teach people to get your team together to set a vision and mission statement with core values that relate to the companies vision and mission. Then post these on a command wall for every to see in the department. Send them out to every and communicate them regularly. When people have issues, relate the action back to the values that the team set.