Exempt People Leader: Operational

Most people prefer to depend on themselves to get things done. You trust your own expertise. A belief that others can’t be trusted to deliver only leads to you hanging on to the work. You will end up with less time do what you need to do and they’ll have less opportunity to develop. Challenge the beliefs that get in the way of trusting others. Unsure of what to delegate? Ask people “What do I do that you could help me with?”

It’s important to strike a balance between keeping track of progress and constantly looking over someone’s shoulder. It’s OK and important to give people clear direction on what needs to be achieved and by when. But then step aside and give them freedom to perform. Invite them to figure out how to achieve the result in their own way. People are motivated when they can determine the “how” themselves.

Different people need and want different levels of direction. You can judge what is appropriate by understanding their current levels of capability and confidence. First, there are those who are highly capable of doing the task and confident in their ability. Over direct these people and you will stifle them. Second, are those who are capable, but perhaps lack confidence in their ability—provide support. Give a little more direction while encouraging them to come up with suggestions themselves. Third, are the people who are highly motivated to do a great job, but lack capability to do so independently. If you neglect to give these people direction, you set them up to fail. Talk to your team, find out what they need, then give it to them.