Opinions expressed by entrepreneurs’ colleagues are their very own.
Building a successful and flourishing business is the dream of every entrepreneur. At the initial stages, the company owner pours countless hours and sleepless nights into the undertaking. Before they know, their small operation requires the support of the entire team. At this stage, the entrepreneur must focus on practice with each task to transfer duties to others in order to share the burden.
The delegation is hard for most business owners. They often struggle with forgiveness and assume that others is not going to do work according to their standards. This is an essential problem. After all, employees normally do not bring the same level of passion to their work as the company’s founder. The reason why the delegation often ends in a disaster is that most individuals consider a delegation as simply assigning responsibility for tasks to employees. Instead of the fact that the owner of the company is crucial to learn the way to delegate in a way that enables their team to think and work like a company owner.
1. Transparent communication and vision sharing
As a company owner, you almost certainly lead to success through basic goals, dreams and aspirations for the company. As a leader, you are required to help the team understand and accept a common vision. If your team deeply understands what you are trying to achieve, you may make sure that everyone pads in the same direction.
It is not enough to simply share your vision and goals. To really engage the team, it is essential that they understand “why” for your goals and decisions. One of the best ways to do this is to be as transparent as possible, for example, sharing financial data and other key business indicators. This information may help the team understand a larger picture and mix how their individual roles contribute to the company’s overall success.
2. Allow the team to take over and make decisions
Many business owners stand in their very own way when it comes to enabling their teams to think and implement as they do. Entrepreneurs are easy to micromanaging and want to be involved in any small decision. The challenge is that this encourages culture simply to perform tasks, and not to enable the team to take significant actions.
First stop assigning tasks to your team. Instead, give the team members property in the entire comprehensive process. This allows them to take full responsibility for the success of this process and provide help to pull the team for effective performance. The best way to do this is to focus on a delegation based on the results. This ensures flexibility and autonomy for the team to find the best way to achieve the goal.
As the owner of the company, you do not want the team to come to you for every small decision. Ensuring freedom of creating decisions can improve the process and transfer responsibility and property to the team. Of course, you continue to want to be involved in serious decisions, so it is vital to put a handrail for the team. For example, you may allow your managers to make financial decisions without your consent, if they are subject to a certain threshold.
Finally, you want to solve problems with the “reverse delegation”. This happens when the team tries to perform a task, which is then passed up to a manager or owner. To eliminate this problem, encourage team members to recommend solutions when they are unsure which way to proceed. This will restore their property to try to solve the problem before looking for help.
3. Provide the incentives for the team
Let’s face the truth, company owners are often more motivated to the company’s success, because there is a type of prize or encouragement that brings success. Ensuring payment is probably not a sufficient incentive for your team to work with the same level of commitment and passion as the company owner. Offering incentives equivalent to bonuses or sharing profits is a good way to connect the motivation of the individual with the company’s goals.
Remember that they do not all the time have to be financial incentives. For example, you may offer flexible working hours, additional holiday days, skilled development opportunities and increased responsibility or autonomy as a way to reward team members for help in achieving the company’s major goals. Your duty is to discover what motivates the team to act best.
4. Create a feedback loop
Feedback is an extremely essential a part of the delegation. Often a successful delegation is an iterative process. In many cases, a bad supplier is the results of misunderstandings, unclear direction or lack of access to appropriate resources. The challenge is that many company owners hand over when the delegation does not work as they first counted. Instead, create a process that allows you to provide the team with feedback about the results. This feedback may help them higher understand your basic thought processes and explain the expectations of future delegated duties.
A delegation could be an extremely difficult process for business owners. It is a skill that often requires practice and patience. Cooperation with a business trainer is a good way for company owners to strengthen the delegation skills. They may help in carrying out the process and understand the best ways to strategically transfer responsibilities to maximize effectiveness as a leader.