Letting Go and Delegation 

The theme that emerged in my coaching practice this past month had me replaying the very popular Disney song, “Let It Go” over and over in my head. As many organizations are in the midst of significant changes, many leaders are struggling with what to hold onto and what to let go of - figuratively and literally.

The struggle to delegate has often been a challenge for leaders during times of change and transition, especially when moving into higher levels of leadership. Now it seems the stakes are higher, and the spotlight is brighter to get things “right.” With all of this pressure, albeit some self-imposed, many leaders are falling back on old habits of, “I will just take care of it myself.”

Their motives for this approach may fall on the spectrum of being altruistic (I want to protect my overworked team) to self-serving (I want to ensure it is “correct”). For others, the current climate of leaner teams and increased workload is just revealing that some leaders have not been that proficient in delegating all along.

If you are finding yourself impulsively rolling up your sleeves, having no one to delegate to or on the edge of burnout more often these days, you may want to reevaluate your relationship with delegation.

A few questions to consider:

• Am I truly leading at my level and doing only what I can do in the role I am in?
• What does my calendar say about my ability to delegate?
• What assumptions am I making about my team’s capacity and capabilities?
• What is my understanding of HOW to effectively delegate?
• How is NOT delegating effectively impacting my team and the perception of my ability to lead?

Remember, letting go and delegating effectively allows you to lead at the highest level of your skills and abilities, and it also provides other colleagues the opportunity to engage, grow and develop their own capabilities. Ultimately, a cornerstone and outcome of successful leadership. 

Until next time,

Christie