3 steps to help you master the art of licensing

One of the great opportunities in leadership is to delegate tasks to others, which not only frees up your time to be more strategic, but also develops the people you delegate to. While this is a great opportunity for leaders, it is also a huge challenge.

Delegation means giving up a considerable amount, if not all, of control over how a task is completed. I find this to be a difficult question for many leaders, myself included. As a business owner, I have found that letting go of tasks and delegating them to others can sometimes be quite a challenge. What if they don’t do it right? What if they don’t finish on time? What if they piss off a customer?

These “what ifs” could go on forever! I have tortured myself through many of these assumptions, and I see many of my clients doing the same.

What I have learned personally and through working with others in the field are some key steps to alleviating concerns about delegating to others.

1. Have confidence in the people you hire


First, you want to have a high degree of confidence in the people you delegate; therefore, be diligent in selecting the people you hire to work for you.

Often, leaders are in a rush to fill positions and therefore don’t have enough time to ensure they make the best choice. No confidence you have the best person on the teamdelegation can be difficult. However, it’s much easier to delegate tasks with confidence when you know you’ve found the right person.

2. Arrange check-ins

Manager talking about delegation in team meeting


Second, you may need to do a lot of updates and status checks on how your team is performing on tasks. Early in the relationship, you may want more updates and status checks.

Once you get to know these people and their Professional ethicsand your relationship develops, the number of check-ins will decrease because expectations are well understood and your confidence in their ability to meet your expectations increases.

3. Maintain a positive attitude

Leaders delegate some responsibilities to colleagues


, you want to change any “what ifs” from negative to positive. So instead of thinking “What if they don’t do it right?”, try thinking “What if they do it better than me?” or “What if it turns out better than I imagined?”

This mindset shift will help you hope for the best instead of expecting things to go wrong. Does this mean things can never go wrong? of course not.But it does create a more enabling environment Looking forward to success Instead of continuing to think of all the ways it could go wrong.

While it’s not always easy for leaders, letting go of control and delegation is necessary and highly beneficial to everyone. Not only does it allow you as a leader to focus on more strategic projects, but it also inspires your employees to take on more responsibility and promotes more employee development.

This month’s development tip: Have you mastered the art of delegation? If so, congratulations! We’d love to hear some of your strategies for success. If not, follow the steps suggested in this article; with each step, you should start to feel more comfortable with letting go.

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This article was originally published at an earlier date.

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