Effective Delegation: How to Let Go to Grow

If you're a leader struggling with the dilemma of wanting to grow but hesitant to delegate, I can relate. I, too, was a go-getter CEO who feared losing control. But in time, I realized that for the good of the organization and my overall well-being, I simply had no choice but to delegate.

Of course, everyone's leadership journey will look different. But I want to show you that even if delegation may not come naturally, it can be learned—much like any skill. So, let me share a bit of my journey as a CEO, including my struggles with entrusting tasks to the people I work with and the many benefits of effective delegation.

Why Letting Go Was a Challenge

You've probably heard this famous saying, "If you want something done right, you've got to do it yourself." I've fallen prey to this way of thinking longer than I care to admit. The idea that only I could complete a task and meet my own standards got in the way of delegating effectively. 

I'm proud of being detail-oriented and clear about how I want things done. Plus, as CEO, I feel an immense responsibility to lead the organization in the right direction. All these made it difficult to share the reins with individuals regardless of how qualified they were.

Ironically, my fear of relinquishing control has led me to situations where I lost it. I learned the hard way that taking on too many tasks wasn't sustainable at all. If I wanted to be a good CEO, I had to loosen my grip on the business. It doesn't necessarily mean losing anything, but sharing accountability with people I know are excellent at what they do.

The Impact of Effective Delegation

So, why did I decide to give delegation a go? Well, the short answer is that doing everything on my own was just simply unsustainable if I want the business to flourish. But once I was able to give delegation a genuine try, I observed that it impacted both the company and me in a lot of ways. 

Empowered Employees

I'm grateful to be surrounded by driven people who are admittedly more talented than I am in their chosen fields. By delegating responsibilities to this talented group, I showed my confidence in their skills and capabilities. In no time, I saw them take ownership of their tasks and recognize the roles they play in the organization's success. 

Better Team Dynamics

No one enjoys working with a micro-manager. The lack of trust and the need to keep a firm grasp on the reins at all times can hinder growth and innovation. It can discourage people from creative problem-solving and resort to simply ticking the boxes to avoid reprimand.

It also involves recognizing that they were hired to handle those responsibilities because they have the right skills. Being a leader doesn't mean you know everything and can do it all. These people were hired because they have the right experience and skills to take on these responsibilities. By delegating effectively, I was able to allow them to do what they're best at. At the same time, they are comfortable enough to approach me with any concerns or advice.

Regaining Control

When you're an entrepreneur trying to get your business off the ground, you end up taking on a lot of the responsibilities. At least, that's how it was for me when 20four7VA was just starting out. Aside from keeping costs low, wanting to have visibility on all parts of the business was a key factor in adding more and more responsibilities to my plate early on.

However, running a business when short-staffed meant having almost no time for anything else outside work. I was trying to control everything in the business that I had lost time and energy for my personal life and growth. 

Fortunately, when I was able to "let go" or delegate certain responsibilities to the members of the team, I was able to regain control of not just my calendar, but my overall well-being. I was also able to reconnect with my passions outside work which I think is crucial in maintaining balance and avoiding burnout.

The Road to Letting Go and Allowing Growth

I should reiterate that delegation did not come easy, especially not at the beginning. But here are some of the things that helped me make delegation easier and more effective.

Finding the Right People

The business was my baby, and I wasn't just about to hand it to anyone. But for this baby to grow, I knew I needed to let go. Not give up full control, of course, but share the responsibilities with the right people.

A meticulous screening process may be tedious, but it is crucial in finding the most suitable candidates. Our team is fully remote and distributed, so I was able to access a bigger talent pool. Instead of worrying about whether or not a candidate was close enough to a physical office, I focused on what they could bring to the table. 

Once I have a shortlist of candidates for a specific role, I interview them virtually. This is a great way to test their important communication skills, especially when working remotely. It also helps me gauge how well they would fit in the current setup. For more technical skills, I ask candidates to undergo test tasks or submit their portfolios, as seeing more concrete proof of work helps me assess their skills. 

Onboarding and Training

The fear of tasks not being completed to one's standards can be addressed through onboarding and training. During the onboarding phase, it's crucial to communicate to new hires their detailed responsibilities and the metrics they'll be measured against. They should also be trained on the essential tools they will be using. I strongly believe that a good onboarding program can help new hires get a clear idea of not just their daily tasks but how they're expected to complete them.

Regular training allows employees to sharpen their skills and learn new ones. This is essential for professional development. By providing opportunities to improve and develop, I can be even more confident. Training ensures that the people I work with are equipped with the right tools and knowledge to help the business stay competitive. 

Sharing the Load

Once I knew I had found the key people and armed them with the toolkit they needed to work, came the most crucial part: actually delegating. Delegating doesn't mean just handing off tasks and waiting for the output to be sent to my inbox or desk. For the person to take ownership and deliver the expected results, I need to provide the information they need to succeed. This includes clearly defined tasks, the necessary resources, and expectations. 

For new tasks, I make sure to communicate with my staff that I am available for any questions and guidance they need. But for the most part, I trust the person enough to get the job done on time and up to the agreed upon standards.

Recognizing Successful Performance

To complete the cycle, recognizing excellent output is a must. Acknowledging the hard work and achievements of team members fosters a sense of appreciation and motivates them to maintain high standards. Whether through formal recognition programs or simple gestures of appreciation, celebrating successes reinforces the value of each team member's contributions and encourages continued excellence. It also helps sustain a culture of delegation, ownership, and accountability. 

In conclusion, it may seem counterproductive, but letting go is actually a way of regaining control. It also helps create a clear path to growth. By delegating effectively, you share responsibilities to skilled people, so you can focus on your core responsibilities. Sharing the load is crucial in building a sustainable business where each individual is aware of their role in reaching the company's goals.

For my own leadership journey, I ensured that I had a careful talent recruitment process, regular training, effective task distribution, and continuous employee recognition efforts. These steps have helped me successfully delegate, and I hope they will also help you on your own leadership journey.