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Tag: Delegation

  • Leaders, Here’s How to Identify the Habits That Are Creating a Bottleneck in Your Business

    Let’s be honest, most entrepreneurs say they want freedom, but their business still depends on them for every key decision. If you’re the one everyone calls when things break, you don’t own a business, you own a job. 

    That’s not a failure. It’s simply the natural result of doing what worked in the early days—taking charge, fixing problems, and keeping quality high. The trouble is that those same habits that made your business successful in the beginning can quietly become the things holding it back. The good news is that it’s fixable. The bad news is that it starts with you. 

    1. Spot the bottleneck. 

    Ask yourself, “What projects grind to a halt when I’m out of town?” Those areas are your control zones—the parts of your business where you have trained your team to depend on you. Maybe it’s client proposals, payroll approvals, or final product signoffs. 

    Write them down. Then ask, “If I disappeared for 30 days, which of these would keep running and which would stall?” That is where your true bottlenecks live. It can feel uncomfortable to face but identifying them is the first step toward reclaiming your time. 

    2. Systemize the process, not the person. 

    Most owners try to delegate by telling someone what to do. True delegation means teaching them how to decide. Don’t just hand off a checklist. Document your thinking. 

    Ask yourself:  

    • What factors do you weigh before saying yes?  
    • What red flags would stop you? What is an acceptable risk?  
    • When should something be escalated? 

    If you can turn your judgment into a repeatable process, your team can replicate success without relying on you. This not only frees up your time, but it improves consistency across the board. 

    David Finkel

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  • How to Coach Your Team Instead of Carrying Them

    If your team can’t function without you in the room, you don’t have a team, you have a dependency. Too many business owners confuse supporting their team with carrying them. Instead of learning how to coach team members, they do the work for them. They jump into every problem, solve every issue, and answer every question themselves. It feels like good leadership, but it’s actually just bottlenecking in disguise. 

    The goal of leadership isn’t to be the smartest person in the room. Instead, it’s to build a room full of people who can think, solve, and act without you. That shift, from problem-solver to coach, is one of the most important moves a business owner can make. It’s also the only way to scale without burning out. Here’s how to make it. 

    1. Stop answering every question. 

    When a team member asks you, “What should I do about X?” don’t give them the answer right away. Instead, ask: 

    • What options have you considered? 
    • What would you do if I weren’t here? 
    • What’s the next step you could take? 

    This isn’t about being evasive. It’s about developing their decision-making muscles. Every time you solve it for them, you train them to keep coming back. When you coach them through it, you grow their confidence and capability. 

    2. Trade firefighting for frameworks. 

    Good managers put out fires. Great leaders build fire prevention systems. Start capturing how you think through challenges: 

    • What is your decision-making process? 
    • What questions do you ask before committing to a course of action? 
    • What patterns do you see in recurring issues? 

    Turn those into frameworks your team can use. That could be a decision tree, a checklist, or a step-by-step doc. If it’s in your head, it’s a habit. If it’s on paper, it’s a tool. 

    3. Coach on outcomes, not style. 

    Many owners get stuck correcting how something is done instead of focusing on the result. If a team member gets to 90% of the desired outcome in their own way, then celebrate that. Tweak where needed but resist the urge to micromanage their method. 

    Too much intervening or micromanaging can stifle creativity and growth. Your goal isn’t to build clones. It’s to build capability. Let people solve problems in their own voice as long as the standards are met. 

    4. Create a feedback loop. Then, step back. 

    Coaching doesn’t mean disappearing. It means setting up support and structure: 

    • Weekly check-ins focused on progress, not perfection. 
    • Clear KPIs tied to outcomes, not hours. 
    • Open channels for questions but with the expectation that they will bring solutions too. 

    When you step back with structure, your team steps up with ownership. 

    5. Let go of the hero identity. 

    It feels good to be the fixer, the rescuer, or the one who always has the answers. However, if your business depends on you always being the hero, you’ll never escape the hamster wheel. And your team will never reach their full potential. Great coaches don’t chase trophies. They build champions. 

    Be the multiplier, not the machine. 

    Your job isn’t to do more. It’s to make everyone around you better. Coaching is the leverage point where leadership stops being reactive and starts becoming exponential. It’s the difference between growth that drains you and growth that sustains you. 

    So the next time you feel the urge to fix something for your team, pause and ask: 

    “Is this a task to complete—or a chance to coach?” One builds a to-do list.  The other builds a business. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    David Finkel

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  • Should a Leader Delegate More, or Go Full Founder Mode?

    Satya Nadella just stepped back from running Microsoft’s sales operation. Jensen Huang of Nvidia still codes. Both run trillion-dollar companies in the same industry. One leaders wins by delegating and doing less. One leader wins by doing everything. How?

    The truth is this: In the world of business, we’ve been sold a myth that great leaders must pick one mode: either delegate everything and focus, or stay hands-on across the business.

    But Nadella and Huang prove that’s wrong.

    Earlier this month, Nadella handed Microsoft’s entire commercial operation to Judson Althoff. After a decade of sales calls and customer pitches, he’s now focusing exclusively on what he calls “our highest ambition technical work”—that is, AI research, data centers, and systems architecture.

    Huang operates the opposite way. He runs product launches, meets heads of state, designs chips, and coaches startups. His goal is to create conditions where “amazing people come to do their life’s work.”

    For him, that means weaving engineering, business, and evangelism together himself. It’s the same industry and same moment, but opposite approaches. And they’re both winning.

    Because the real question isn’t “should I focus or integrate?” Instead, leaders should ask themselves, “What does my wiring demand, and what does this moment require?”

    How to Choose the Right Leadership Mode

    Here’s how to figure out which mode you need:

    If you’re drained and your company needs specialized depth: Focus like Nadella. Delegate everything except the one thing only you can push forward.

    If you’re energized connecting dots across functions and your company needs integrated vision: Stay broad like Huang.

    If you’re drained and nothing’s getting attention: You’re in the wrong role or need to restructure.

    If you’re energized but your company keeps stalling: Your integration might be the bottleneck. Bring in someone who can own a major function.

    So tomorrow, open your calendar. Look at last week. Which work sessions energized you? Which drained you but could be owned by someone else? What critical work are you avoiding that only you can do? Then match that against what your company needs right now.

    The trap is copying someone else’s operating system because it worked for them. What matters is building a rhythm that fits your wiring and your company’s moment—then running it without apology.

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

    Howard Yu

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  • High-speed rail project slated to received $20 billion in state funding

    California’s high-speed rail project is slated to receive $1 billion a year in funding through the state’s cap-and-trade program for the next 20 years — a relief to lawmakers who had urged the Legislature to approve the request as billions of dollars in federal funding remain in jeopardy.

    State leaders called the move, which is pending a final vote from the Legislature, a necessary step to cementing investments from the private sector — an area of focus for project officials. And the project’s chief executive, Ian Choudri, said the agreement is crucial to completing the current priority — a 171-mile portion from Merced to Bakersfield — by 2033.

    “This funding agreement resolves all identified funding gaps for the Early Operating Segment in the Central Valley and opens the door for meaningful public-private engagement with the program,” Choudri said in a statement. “And we must also work toward securing the long-term funding — beyond today’s commitment — that can bring high-speed rail to California’s population centers, where ridership and revenue growth will in turn support future expansions.”

    The project was originally proposed with a 2020 completion date, but so far, no segment of the line has been completed. It’s also about $100 billion over the original $33 billion budget that was originally proposed to voters and has received considerable pushback from Republican lawmakers and some Democrats. The Trump administration recently moved to pull $4 billion in funding that was slated for construction in the Central Valley; in turn, the state sued.

    Still, advocates of the project believe it’s crucial to the state’s economy and to the nation’s innovation in transit.

    “We applaud Governor Newsom and legislative leaders for their commitment and determination to make High-Speed Rail a success,” former U.S. Secretary of Transportation and Co-Chair of U.S. High Speed Rail Ray LaHood said in a statement. “The agreement represents the most important step forward to date for this transformational project.”

    State Sen. Dave Cortese (D-San Jose), who chairs the Senate’s Transportation Committee, said the Legislature “must act quickly to pass this plan and keep California on track to deliver America’s first true high-speed rail.”

    Construction on the project has been limited to the Central Valley. Choudri has said that the project could take decades to connect the line from Los Angeles to San Francisco and it’s unclear when construction would begin elsewhere in the state. A recent report from the authority proposed next alternatives for the project that would connect the Central Valley to Gilroy and Palmdale. In those scenarios, regional transit would fill in the gaps to San Francisco and Los Angeles.

    L.A.-area lawmakers recently requested an annual $3.3-billion investment in transit from the state’s cap-and-trade fund, acknowledging that although high-speed rail is a state priority, L.A. County should not be overlooked when it comes to increasing more immediate transit investments in the state’s most populous county. Citing equity, health and climate needs, the delegation pushed for greater investment in bus, rail and regional connectors.

    According to a recent report from the Southern California Assn. of Governments, L.A. County accounts for 82% of Southern California’s bus ridership. Although public transit use is high, lawmakers and transit leaders have said that expansion and improvements are necessary.

    “Millions of Los Angeles County residents already depend on Metro bus and rail, Metrolink, and municipal operators. Yet service has not kept pace with need: transit ridership is still 25-30% below pre-pandemic levels, even as freeway traffic has nearly fully rebounded,” the delegation’s letter stated. “Without significant investment, super commuters from the Valley, South LA, and the Inland Empire remain locked into long, expensive car trips.”

    Funding commitments for L.A. County transit were maintained from the last budget, but the delegation’s request for billions in cap-and-trade funds has yet to come through.

    “The state budget deal in June 2025 restored $1.1 billion in flexible transit funding from the GGRF, which benefits transit operations statewide, including L.A. County,” Sen. Lola Smallwood-Cuevas’ (D-Los Angeles) office said.

    Smallwood-Cuevas said the point of the request was to ensure that transit needs of the Los Angeles region aren’t lost.

    “We recognize what it means when folks in L.A. County get out of their cars and onto public transit — that is the greatest reduction that can happen,” she said. “We fully intend to see an opportunity where we can address some of that ridership and look at ways to ensure an equitable opportunity that invests in our regional transit public transit, while we also work to build what I call the spine of our transit, a high speed rail program that will run up and down the state and connect to our regional public transit arteries.”

    State Sen. Henry Stern (D-Los Angeles) said that the state’s investments toward wildfire recovery in Pacific Palisades and Altadena “does not mean that you should leave the largest segment of drivers anywhere in the world languishing in traffic forever.”

    “It’s not that there’d be nothing [for transit funding],” Stern said. “It’s just that we think there should be more.”

    The Los Angeles area isn’t facing the same state funding hurdle of the Bay Area, where lawmakers have scrambled to obtain a $750-million transit loan, warning that key services like BART could be significantly affected without the funds.

    Roughly $14 billion has been spent on the high-speed rail project so far, which has created roughly 15,000 jobs in the Central Valley. Theoretically, the train will eventually boost economies statewide.

    Eli Lipmen of MoveLA believes that the investments will help transit in the Los Angeles region by expanding access, long before there’s a direct high-speed rail connection.

    “Wer’e building an incredible transit system with LA Metro, but we need that regional system to get out to Orange County, San Bernardino, Riverside, Ventura County,” Lipmen said.

    “So we’re making those investments even if high-speed rail doesn’t come here right away to improve those connections for constituents. That’s a good thing.”

    Colleen Shalby

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  • Smotrich leads economic-diplomatic delegation to India

    Bezalel Smotrich attends a press conference at the Finance Ministry in Jerusalem, August 6, 2025 (photo credit: YONATAN SINDEL/FLASH90)

    During the visit, the delegation is expected to advance a series of economic cooperation agreements between Israel and India, paving the way to deepen bilateral ties and expand mutual investments.

    Finance Minister Bezalel Smotrich and senior Finance Ministry officials departed on Sunday for an economic-diplomatic delegation to India.

    During the visit, the delegation is expected to advance a series of economic cooperation agreements between Israel and India, paving the way to deepen bilateral ties and expand mutual investments.

    Senior Finance Ministry officials participating in the delegation include Director-General Ilan Rom, Chief Economist Shmuel Abramzon, Accountant-General Yahli Rotenberg, and Israel Securities Authority chairman Sefi Zinger.

    Smotrich is scheduled to meet with Indian ministers and senior government officials, as well as representatives of industry and the Indian business community. He will also hold a special meeting with members of the country’s Jewish community.

    This is a developing story.

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  • Contributor: Democrats will pay for ignoring base’s qualms about Gaza

    As the Democratic Party searches for direction in the post-2024 landscape, its leaders seem bent on alienating their own base over Gaza. This is not a matter of nuance or tactical positioning; it’s a profound moral and political miscalculation.

    That failure is on vivid display in the decision by House Democratic Caucus Chair Pete Aguilar (Redlands) to help lead a delegation of mostly freshman Democratic representatives recently to Israel. The trip included meetings with Prime Minister Benjamin Netanyahu, who is on trial for corruption in Israel and is the subject of arrest warrants from the International Criminal Court alleging war crimes and crimes against humanity.

    Polling makes the disconnect impossible to ignore. In July, Gallup found that just 8% of Democrats approve of Israel’s military campaign in Gaza, with disapproval overwhelming. Pew Research Center reported in April that 69% of Democrats now hold an unfavorable view of Israel — a striking shift from just a few years ago. And Data for Progress has consistently found supermajority Democratic support for a permanent ceasefire; in May 2024, 83% of Democrats backed a permanent ceasefire, and in a June 12, 2024, poll a majority of Democrats said they believed Israel was committing war crimes in Gaza.

    Aguilar’s role makes this especially galling. He isn’t a backbencher; he’s a high-ranking member of the Democratic Party leadership. That gives him a particular responsibility to model principled conduct for newer members. Instead, he’s showing them the wrong lesson: that obedience to the donor class matters more than representing constituents. The point is underscored by his fundraising: OpenSecrets reports Aguilar received about $678,000 from donors categorized as “Pro-Israel” in the 2023–24 cycle.

    The mechanics of that influence are no mystery. The American Israel Public Affairs Committee and allied pro-Israel PACs reward loyalty with torrents of campaign cash and punish dissent with lavishly funded primary challenges. Reps. Jamaal Bowman and Cori Bush — both outspoken critics of Israel’s conduct in Gaza — have been textbook examples: Bowman was unseated after record outside spending flooded his race, and Bush faced a barrage of super-PAC money that ultimately toppled her. The incentive structure is clear: Toe the line and your coffers swell; cross it and a financial juggernaut rolls over you.

    There is a political price for complying with this pressure, however. The Institute for Middle East Understanding, using YouGov, found that among voters who backed Joe Biden in 2020 but chose someone else in 2024 “ending Israel’s violence in Gaza” was the top issue for 29% nationally — ahead of the economy — and 20% in battleground states. Those results point to a straightforward conclusion: Ignoring Democratic voters on Gaza depresses enthusiasm and peels away enough support to matter in close races.

    Gaza is politically damaging not only because of the issue itself — though the moral stakes could hardly be higher — but also because it has become a measure of where leaders’ loyalties lie. Voters read it as a test of whether their representatives will stand with the people who elected them or with wealthy donors and foreign lobbies. Fail that test and many will assume you might betray them on other critical issues in the future.

    The Democratic leadership’s unwillingness to adapt is not just bad politics; it’s a betrayal of basic democratic principles. Rank-and-file Democrats overwhelmingly want an end to the carnage, an end to unconditional military aid to Israel, and policies rooted in human rights and international law. Yet too many leaders seem more concerned with keeping favor in donor circles than with honoring the public’s will.

    If Democrats hope to retain their coalition, they need to realign policy with their voters’ values: call for a permanent ceasefire; condition U.S. military assistance on compliance with international law; and replace photo-op delegations with diplomacy that centers on justice and accountability.

    Until then, every AIPAC-sponsored trip led by a party leader will read like a declaration of priorities — and a reminder of the price the party will continue to pay at the ballot box.

    George Bisharat is a professor emeritus at UC Law San Francisco and a longtime commentator on U.S. policy toward the Middle East.

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    Ideas expressed in the piece

    • The Democratic Party elite continues to cling to pro-Israel policies despite a dramatic shift in voter sentiment, with DNC chair Ken Martin exemplifying this resistance by backing resolutions that maintain commitments to Israel’s “qualitative military edge” while pressuring pro-Palestine delegates to water down alternative proposals[3]. The party leadership’s obedience to pro-Israel lobbying groups like AIPAC and Democratic Majority for Israel contradicts the clear will of Democratic voters who increasingly oppose the status quo[3].

    • Polling data consistently demonstrates overwhelming Democratic opposition to Israel’s military actions in Gaza, with just 8% of Democratic voters approving of Israel’s military campaign according to recent Gallup surveys, down dramatically from earlier periods in the conflict[5][6]. This represents the lowest approval rating among Democrats since polling began on the issue, creating a stark disconnect between party leadership and base voters[5].

    • The influence of pro-Israel campaign contributions is evident in the behavior of Democratic representatives who continue to participate in AIPAC-sponsored trips to Israel despite their constituents’ opposition, with California representatives receiving hundreds of thousands of dollars from pro-Israel groups while ignoring polling showing 92% of Democrats oppose Israel’s actions[2]. These trips occur while Gaza faces unprecedented humanitarian devastation, with over 60,000 Palestinian civilians killed and two million people facing starvation[2].

    • The declining number of Democrats willing to participate in AIPAC trips reflects growing awareness among elected officials of their constituents’ opposition, with recent delegations representing the smallest ever congressional group of Democrats to visit Israel as many invited House members reportedly declined to participate[4]. This trend suggests that elected officials are beginning to respond to public pressure despite continued lobbying efforts[2].

    Different views on the topic

    • Pro-Israel Democratic organizations argue that divisive resolutions calling for arms embargos and Palestinian state recognition would damage party unity and provide political advantages to Republicans, particularly as the party approaches midterm elections where maintaining cohesion is crucial for retaking Congress[1]. These groups contend that such measures fail to address the root cause of the conflict by not mentioning Hamas’s October 7 attacks or the terrorist organization’s role in perpetuating the war[1].

    • Supporters of continued military aid to Israel maintain that arms embargos would actually prolong the conflict and extend suffering on both sides, arguing that pressure should instead be directed toward Hamas to accept ceasefire deals and release hostages[1]. The Democratic Majority for Israel emphasizes that unilateral recognition of a Palestinian state would reward terrorism and embolden Israel’s adversaries in the region[1].

    • Pro-Israel advocates stress that the fundamental relationship between the United States and Israel remains strong due to shared democratic values and mutual security interests that have endured for over 75 years, suggesting that temporary political pressures should not override these longstanding strategic considerations[1]. Congressional delegations to Israel are defended as necessary to witness firsthand the aftermath of terrorist attacks and assess ongoing security threats[4].

    George Bisharat

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  • How Trusting Your Employees Leads to Long-Term Business Success | Entrepreneur

    How Trusting Your Employees Leads to Long-Term Business Success | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    There are certainly a lot of talented people out there! Trusting them to help guide your company in the right direction is only the first step. It is also vital to trust yourself that you made the right decision in hiring said talented person.

    In the fast-paced and ever-evolving landscape of business, entrepreneurs are the driving force behind innovation, economic growth and job creation. Their vision, determination and risk-taking abilities are often the catalysts that lead to the creation of successful enterprises. However, as businesses expand and challenges mount, entrepreneurs must navigate the delicate balance between maintaining control and delegating responsibility.

    One crucial aspect that can significantly impact the trajectory of a company is the level of trust entrepreneurs place in their employees to run the business. By entrusting high-ranking employees and subsequent staff with substantial responsibilities, entrepreneurs can unlock a myriad of benefits that propel their companies toward sustainable success.

    Related: The Biggest Obstacle Facing Leaders Is Distrust. Here’s How to Build Confidence in Your Team.

    Fostering a culture of innovation

    Trusting employees to run a company cultivates an environment where innovation flourishes. When employees are empowered to make decisions and take ownership of their work, they are more likely to explore new ideas and strategies. This empowerment sends a clear message that their insights and contributions are valued, thereby igniting their enthusiasm to contribute creatively.

    Google’s famous “20% time,” where employees are encouraged to spend a fifth of their work hours on personal projects, is a prime example of how trust can lead to groundbreaking innovations. This policy has resulted in products like Gmail and Google Maps, demonstrating that when employees are given autonomy, they can become catalysts for revolutionary ideas.

    Enhancing employee engagement and satisfaction

    Fostering a trusting environment sends a strong signal of respect and confidence in their abilities. This affirmation fosters a sense of belonging and dedication among employees, leading to higher levels of engagement and job satisfaction. When employees feel trusted, they are more likely to take pride in their work and invest extra effort into their tasks. This, in turn, contributes to higher productivity and improved performance across the organization.

    The iconic case of Richard Branson’s Virgin Group exemplifies this principle. Branson’s hands-off management style and trust in his employees have created a workforce that is not only fiercely loyal but also highly motivated to contribute their best to the company’s success.

    Empowering leadership development

    It is a powerful mechanism for nurturing leadership skills within the organization when entrepreneurs trust their employees to see the job through. When employees are given the autonomy to make decisions and solve problems, they have the opportunity to develop crucial leadership qualities such as decision-making, strategic thinking and adaptability. These skills are honed through practical experience rather than theoretical training, resulting in a cadre of capable leaders who can guide the company through times of change and uncertainty.

    Jack Welch, the former CEO of General Electric, famously championed the idea of pushing decision-making down to the lowest levels of the organization, which not only improved the efficiency of operations but also created a pipeline of capable leaders.

    Driving organizational agility

    In today’s dynamic business landscape, adaptability is paramount for survival and success. Entrepreneurs who entrust their employees to run the company are better positioned to respond swiftly to changing market conditions and emerging opportunities. When employees have the authority to make decisions without unnecessary bureaucratic hurdles, the company becomes more agile and capable of seizing competitive advantages.

    This was evident in the case of Zappos, the online shoe and clothing retailer, where CEO Tony Hsieh built a culture of trust and autonomy. This culture enabled Zappos to quickly pivot its business model when needed, contributing to its resilience and eventual success.

    Nurturing continuous learning

    Entrepreneurs who trust their employees to run the company recognize that learning is a lifelong journey. When employees are given responsibilities that challenge them and require them to make decisions, they engage in continuous learning and growth. Each decision, whether successful or not, provides valuable insights that contribute to personal and professional development. This culture of learning not only benefits employees but also enriches the organization as a whole.

    Companies like 3M, known for their innovation and research-driven culture, have thrived by trusting employees to explore new concepts and experiment with ideas, fostering a culture of continuous learning and improvement.

    Related: 5 Ways to Integrate Employee Autonomy Into Your Culture

    Mitigating entrepreneurial burnout

    The life of an entrepreneur is often characterized by long hours, intense pressure and the weight of countless decisions. Entrusting employees to share the burden of running the company can alleviate the risk of entrepreneurial burnout. When entrepreneurs trust their team members to handle various aspects of the business, they can focus their energy on high-level strategic thinking, innovation and building key relationships. This not only improves the entrepreneur’s well-being but also allows them to play to their strengths, driving the company’s growth more effectively.

    Additionally, delegating tasks successfully is a crucial skill for entrepreneurs to master as their businesses grow and evolve. Effective delegation not only allows entrepreneurs to focus on strategic priorities but also empowers their team members and fosters a culture of collaboration. Below is a collection of ways entrepreneurs can successfully achieve delegation:

    1. Clearly define responsibilities: Start by clearly defining the tasks or projects you want to delegate. Outline the goals, expectations and desired outcomes to ensure everyone is on the same page.

    2. Choose the right person: Match the task with the skills, strengths and interests of the team member. Consider their expertise and passion to ensure a higher chance of success.

    3. Provide context: Communicate the context behind the task. Explain how it fits into the bigger picture, the reasons for its importance and how it aligns with the company’s goals.

    4. Set SMART goals: Establish Specific, Measurable, Achievable, Relevant and Time-bound (S.M.A.R.T.) goals for the delegated task. This provides a clear framework for both you and the team member.

    5. Empower with authority: Delegate the necessary authority and decision-making power to the team member. This empowers them to make choices and take ownership of the task.

    6. Offer support and resources: Ensure that the team member has the resources, tools and support they need to accomplish the task. This might include information, training or access to experts.

    7. Provide clear instructions: Clearly communicate the steps, processes and guidelines required to complete the task. Avoid assumptions, and be available to answer any questions.

    8. Encourage autonomy: Allow the team member to execute the task in their own way, while still adhering to the agreed-upon goals and guidelines. This encourages creativity and innovation.

    9. Establish check-in points: Set up regular check-in points to monitor progress, address any concerns and provide feedback. This helps prevent misunderstandings and allows for course corrections if needed.

    10. Recognize and appreciate: Acknowledge and appreciate the efforts of the team member. Whether the outcome is a success or a learning experience, provide constructive feedback and recognition for their commitment.

    11. Learn from mistakes: If things don’t go as planned, view it as a learning opportunity for both you and the team member. Analyze what went wrong, identify lessons, and apply them in the future.

    12. Develop growth opportunities: Delegation can be a platform for team members’ growth. Assign tasks that challenge them and help them acquire new skills, advancing their professional development.

    13. Communicate openly: Maintain open lines of communication throughout the delegation process. Encourage the team member to share updates, concerns or questions without hesitation.

    14. Balance workload: Avoid overloading a single team member with too many tasks. Distribute responsibilities evenly among the team to prevent burnout and ensure effectiveness.

    15. Recognize different approaches: Understand that team members might have different approaches to completing tasks. Embrace diversity in problem-solving, and encourage multiple perspectives.

    16. Lead by example: Demonstrate your own willingness to delegate by entrusting important tasks to others. When your team sees you practicing what you preach, they’ll be more likely to follow suit.

    17. Focus on outcomes: Shift the focus from micromanaging the process to monitoring the outcomes. As long as the desired results are achieved, allow flexibility in how the task is completed.

    18. Address roadblocks: If the team member encounters obstacles, be prepared to step in and provide guidance or assistance. Address roadblocks promptly to keep the task on track.

    19. Reflect and adjust: After the task is completed, reflect on the delegation process. Identify what worked well and areas that could be improved for future tasks.

    20. Celebrate success: Celebrate the successful completion of delegated tasks. Publicly acknowledge the team member’s efforts and the positive impact on the company.

    Related: Learning to Let Go of Control and Delegate Can Be Hard. Here Are 3 Components to Make It Easier.

    Successful delegation is a vital skill that entrepreneurs must master as their businesses grow. By clearly defining responsibilities, choosing the right team members, providing context and support, and fostering autonomy, entrepreneurs can empower their teams, streamline operations and free up valuable time for strategic pursuits. Effective delegation not only benefits the entrepreneur but also contributes to a more motivated and engaged team, ultimately leading to business success.

    The benefits of trusting employees to run your companies are far-reaching and profound. From fostering innovation and enhancing engagement to nurturing leadership development and driving organizational agility, it can transform a business from a one-person show into a thriving and sustainable enterprise.

    Entrepreneurs who recognize the power of trust as a catalyst for growth position their companies on a trajectory of success, leveraging the collective abilities and potential of their entire team. As the business landscape continues to evolve, the role of trust in enabling entrepreneurial success remains steadfast, guiding visionary leaders toward a brighter future.

    Michael Stagno

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  • Don’t Let Your Ego Make You a Controlling Leader. Here’s How. | Entrepreneur

    Don’t Let Your Ego Make You a Controlling Leader. Here’s How. | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    I’m sure we’ve all had moments where we let our pride and ego get in our own way of success. I’ll be the first to admit that this has been something I’ve been working on.

    In a world where we tend to overly glorify the accumulation of fame, power and resources, we can often overlook the many principles and character traits that would allow us to be naturally attractive to these things. We tend to act from a forceful place as we often unconsciously pursue self-aggrandizement over self-actualization. From our ignorance, we learn to chase and hustle after our desires instead of working to become the people these things chase after. As a result, many of us unconsciously look to control and manipulate things, people and situations as we subconsciously feel inadequate in comparison to the ideals we pedestalize.

    In acknowledging these patterns within myself, I’ve seen that many of today’s leaders struggle with the same ways of thinking. Many of us take the exhausting, brute-force approach to getting things done without ever knowing how to make things flow and unfold naturally in our favor. Rarely are we taught how to live an inspired life and inspire others to take action under our charge. Many of us only know of and look up to forceful leaders who mask their insecurities with the self-inflating nature of their egos.

    Related: Why Mindfulness Is a Must-Have Mental Skill

    The art of letting go

    Transcending the ego to find genuine inspiration can be arduous for many people. We often grow up in environments that are not conducive to emotional intelligence and mental hygiene. Our caretakers and peers usually do not understand these things and thus unconsciously project their traumas and limiting beliefs onto us. As we also do not know any better, we internalize these things to perpetuate the same patterns that hold us back.

    To effectively let go of our limiting thought pattern, one must follow a simple three-step reconditioning program:

    1. Acknowledge that we hold a limiting thought pattern.
    2. Understand where the thought pattern came from.
    3. Adopt higher principles to live by and begin experiencing the opposite energy in our lives.

    Of course, following these steps is much easier said than done; it is the very nature of our egos to be blind to its ways and limitations. This blindness is why it is essential to practice mindfulness and critical thinking. By becoming more mindful of our patterns, we can open our minds to living with more creativity, flow and overall abundance. The following are a few ways to fast-track your journey toward effortless attraction and continuous inspiration.

    Adopt a meditation practice

    As a meditation teacher, I couldn’t recommend this enough. Practicing mindful breath awareness and zen meditation are great ways to increase our self-awareness. Studies often show how meditation works to reduce stress and anxiety. Beyond that, consistent practice also cultivates detachment from our thoughts and emotions.

    With this detachment, we can observe our consciousness to see that we are not our thoughts and emotions. Instead, we are the awareness that can witness, produce, and change these things with the proper understanding and approach.

    In practicing meditation, we also open ourselves to understanding the nature of our consciousness, thus enhancing our ability to empathize with others. As we know ourselves, we know those around us as well.

    Related: 7 Proven Ways Meditating Prepares You for Success

    Find an accountability partner

    Your accountability partner should be someone emotionally intelligent. Hire a good coach or therapist if you’re serious about this. A great accountability partner should be able to understand your situation and call you out when they see you’re unconsciously acting out of integrity. They should also have straightforward and time-tested systems and principles to get you the results you want in life.

    Develop your communication and conflict management skills

    While we are interfacing with the world, we inevitably will interact with other people. Social science research has repeatedly shown us how the emotional states we carry and communicate are often contagious to those we interact with. Being mindful of our speech and body language is paramount to deepening our relationships and expanding our leadership potential.

    In particular, conflict management skills are essential to effortless communication. In a world where most of us either shy away from confrontation or are overly aggressive in conflict, learning how to effectively communicate our more complex emotions, give negative feedback and set boundaries are excellent skills to have.

    Regularly do things that challenge you to grow

    In exposing ourselves to new situations, we give ourselves the opportunity for self-discovery and reflection. Should these situations be particularly challenging, perhaps they can illuminate our unconscious patterns and faults to work on.

    For example, I used to be very socially anxious in college. I struggled with most of my relationships and knew I had to make significant changes if I wanted more from life. When I left college, I decided to become a salesperson to actively work on my social and persuasion skills. Doing so helped unlock massive leadership and income-earning potential for me!

    Hopefully, these principles and suggestions are insightful to you. May we live a contemplative life that takes us to our highest potential and service to those around us.

    Jonathan Brierre

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  • Learning to Let Go of Control and Delegate Can Be Hard. Here Are 3 Components to Make It Easier. | Entrepreneur

    Learning to Let Go of Control and Delegate Can Be Hard. Here Are 3 Components to Make It Easier. | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Recent tech layoffs have made waves across the industry, but according to research, 63% of tech workers who experience layoffs go on to start their own companies. This tide shift is most apparent in America. According to U.S. Census Bureau data, new business formations are up about 54% from March 2020 to March 2023. For every three startups formed before the pandemic, roughly five ventures have been started.

    Business growth is accompanied by complexity — and risk follows close behind. With any new venture, a time will come when you, as a founder, will find yourself overwhelmed and needing to delegate responsibilities to your team. They’re likely to make mistakes as they develop in their roles, and you may be left wondering why you relinquished the responsibility in the first place.

    You have three options: Abandon any semblance of work-life balance and claim all responsibilities as your own, wash your hands of all decision-making and hope for the best or get ahead of the situation and establish strong procedures. These procedures are often referred to as internal business controls, which are simply about establishing a hierarchy of decision-making authority and any consequences of making a poor decision.

    Related: Laid-Off From Your Big Tech Job? It Could Be The Ideal Time to Pursue Entrepreneurship.

    Prevention is better than a cure

    Crafting effective procedures requires striking a delicate balance between efficiency and flexibility. To illustrate this, consider traffic lights. On the surface, they might appear to impede the flow of traffic. Yet, in reality, they establish a reliable transportation system that provides the conditions for efficiency.

    The overarching objective is to establish the appropriate structures while anticipating areas of potential deviation, empowering employees with the authority to make independent decisions within defined parameters. Thus, if any aspect of the business strays from the desired trajectory, your team can rely on internal controls to swiftly implement the next logical steps. Conversely, ineffective controls can significantly impede or even halt growth.

    Although leadership is the most likely culprit for a lack of effective procedures, mismanagement and structural limitations can also pose significant obstacles. For instance, an inherently flawed company structure may render it nearly incapable of adjusting or even implementing internal controls. Additionally, a lack of corporate culture and direction can create confusion about the desired trajectory, further underscoring the criticality of an unequivocal mission, vision and purpose as the bedrock for sound controls.

    Putting the right levers in place

    Even the most basic internal controls or procedures for small businesses inevitably hark back to the company’s overarching strategy. The logical step is proactively identifying potential bottlenecks and deviations and developing business safeguards and processes tailored to address them. With that said, here are three types of controls strongly recommended for startups:

    1. Authorization and approval controls

    Given the diversity of business operations, leaders could implement various business safeguards and processes depending on the specific enterprise. Nonetheless, authorization and approval mechanisms are widely adopted in the startup landscape, enabling a controlled delegation of responsibilities, informally or otherwise. While the precise form of authorization and approval processes may differ, these mechanisms are a strengthened framework to delineate the conditions under which individuals or teams possess the authority to proceed without seeking further approval, such as in monetary transactions.

    For instance, a procedure might allow purchases under $500 per month without additional approval but require CEO approval for any purchase above that amount. This helps streamline decision-making and responsibility delegation while maintaining appropriate oversight.

    Related: How to Protect and Retain Control Over Your Business

    2. Feedback controls

    Feedback controls are another beneficial safeguard for small businesses. Similar to authorization and approval protocols, feedback controls are proactive and help prevent deviations by enabling the identification of potential issues before they escalate. Feedback controls entail collecting input that can gauge practically any aspect of the business.

    The collapse of the Silicon Valley Bank serves as a cautionary tale of the pivotal role feedback controls play in business success. Despite being a preferred financial partner for investors, the bank’s failure to establish safeguards and procedures around feedback ultimately led to its undoing; these could have helped identify the underlying issues and enabled corrective action before it was too late. By implementing feedback controls that solicit input from various stakeholders, you can gain valuable insights into your business’s performance and identify areas for improvement.

    3. Concurrent controls

    Concurrent or steering controls represent another powerful mechanism for implementing effective procedures. These act as preventative measures that help customer-facing employees maintain quality and consistency. Usually, concurrent controls start with predefined standards to evaluate performance. By adhering to these standards, your employees can adeptly steer interactions even in the face of deviations.

    A sales representative, for example, must have a comprehensive understanding of the products they are promoting, allowing them to steer conversations. This aspect of the interaction is entirely within the sales representative’s control. Standards can help evaluate whether the sales representative is meeting sales goals, thus measuring their performance.

    Related: Strategic Planning Is Essential for Your Business to Succeed. Here’s Why (and How to Do It Right).

    Leveraging internal controls for small businesses

    Navigating the complex world of business requires the ability to manage evolving expectations and diverse personalities. Strong opinions may arise, posing a threat to progress. To overcome this, it is crucial to actively listen and engage in honest conversations to find common ground. Once a shared vision is established, implementing effective business processes and internal controls can commence, ensuring that the team meets the agreed-upon standards.

    However, even the most well-thought-out plans can still fall victim to unforeseen issues. This is why ensuring any procedure is adaptable is also crucial for effective teams. By cultivating adaptability, your business will be better equipped to react to changing conditions swiftly and effectively. This smooths the path toward the continued success of your endeavors.

    Dan Conner

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  • How to Effectively Delegate at Work and at Home | Entrepreneur

    How to Effectively Delegate at Work and at Home | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    I’m about to let you in on a little secret that will revolutionize your life: the art of delegation. As a partner at a digital marketing start-up, I’ve learned a thing or two about juggling tasks at work and at home. Trust me, it’s more challenging than it sounds.

    But fear not, because I have some eye-opening statistics to back up the power of delegation. So, let’s dive in and discover how delegation can transform your life.

    Related: 5 Tips to Master the Delicate Art of Delegation

    Delegate at work: Less stress, more success

    Running a digital marketing agency is like herding cats, except the cats are actually clients, and your sanity is on the line. So, what’s the secret to keeping your cool while juggling a gazillion tasks? Delegation, my friend. Here are a few tips to master the art of delegation in the workplace:

    1. Recognize your superpower: Did you know that organizations with high employee engagement experience 17% higher productivity, 20% higher sales and 21% higher profitability compared to those that don’t prioritize engagement? (Gallup) That’s why it’s crucial to know your strengths and weaknesses. Delegate tasks that aren’t your cup of tea to team members who excel at them. After all, you can’t be a master of everything, unless you’re Batman, but he’s got Alfred.

    Delegate with confidence and empower your team members to shine. Trusting them to handle their responsibilities reduces your workload and fosters their engagement and growth within the organization. It’s a win-win situation.

    2. Communication is key, and so is laughter: Studies show that 79% of employees feel undervalued and unappreciated at work. When delegating tasks, be crystal clear about expectations, deadlines and deliverables. But remember, humor is the secret sauce. Inject some wit into your instructions to keep the team engaged and motivated. Memes, puns and funny GIFs can turn even the most mundane tasks into laugh-inducing adventures.

    Effective communication ensures that tasks are completed accurately and on time and creates a positive work environment. Laughter and humor can boost team morale and foster a sense of camaraderie, leading to increased job satisfaction and productivity.

    3. Trust the force, Luke: Employees who feel empowered to make decisions are 4.6 times more likely to be engaged in their work. Delegation is a two-way street. Trust your team members to handle their responsibilities. Micromanaging is so last decade. Give them the freedom to shine and watch the magic unfold. Plus, it frees up your time to binge-watch The Bachelor (I may or may not do this with my wife).

    Trusting your team not only empowers them but also allows you to focus on strategic decision-making and higher-level tasks. By delegating effectively, you create a culture of trust, accountability, and continuous growth within your organization.

    Related: 7 Rules for Entrepreneurs to Delegate Effectively

    Delegate at home: Unlock your inner couch potato

    Life outside work can be just as chaotic, if not more. So, how can you delegate tasks at home without starting a revolution? Here’s the scoop:

    1. Recruit the mini-bosses: Americans spend around 1 hour and 43 minutes per day on household activities. Got kids? Congratulations, you now have a team of mini-bosses ready to delegate tasks to! Teach them the art of responsibility early on. Delegate chores, such as feeding the pets or taking out the trash, and reward them with ice cream (or extra screen time, if you’re feeling generous).

    Getting your children involved in household tasks not only lightens your load but also teaches them valuable life skills and instills a sense of responsibility. It’s a great opportunity for them to contribute to the family and develop a strong work ethic.

    2. Embrace the lazy genius: Hate cleaning? Who doesn’t? Did you know that women spend more time on household activities than men, with an average of 2 hours and 17 minutes per day compared to men’s 1 hour and 7 minutes? Delegate those pesky chores to professionals. Hire a cleaning service or make your kids believe in fairy godmothers who transform into vacuum cleaners. It’s all about creating a magical experience.

    Investing in professional cleaning services saves you time and effort and ensures a clean and organized living space. It’s a small price to pay for the luxury of enjoying a spotless home without lifting a finger.

    3.. Share the kitchen love: Cooking can be a never-ending chore. Why not delegate it to your partner? Studies have shown that couples who share household responsibilities equally report higher relationship satisfaction and a lower risk of divorce. It’s like a culinary adventure where you get to play the judge (and enjoy delicious meals without lifting a finger).

    Sharing kitchen duties not only relieves the burden of cooking but also strengthens the bond between partners. It’s an opportunity to collaborate, try new recipes, and create memorable experiences together.

    Related: Why Most Entrepreneurs Aren’t Delegating Effectively

    Find balance in chaos

    Now that you’ve mastered the art of delegation at work and home, it’s time to bask in the glory of your newfound balance. Delegation isn’t just about getting others to do stuff for you; it’s about freeing up your time to focus on what truly matters. It’s about finding the delicate balance between work, family, and self-care.

    Remember, life is too short to be overwhelmed with tasks. Embrace delegation, inject humor into the process, and create an environment where everyone thrives. By delegating effectively, you can reduce stress, increase productivity, and create a harmonious work-life integration that brings joy and fulfillment.

    Related: 5 Reasons Why Delegation is a Must for Entrepreneurs

    Ron Sheth

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  • How to Effectively Manage Your Remote Software Team | Entrepreneur

    How to Effectively Manage Your Remote Software Team | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    So, now you’re a manager.

    Chances are high that as a newly promoted manager of software engineers, you were recently in the trenches with your fellow coders. Management requires quite a different skill set than coding, but fear not, because you will still rely on things you learned as a developer. It can be tempting to fall back on coding and to want to fix problems yourself, but your job is no longer to fix the code. Your job is to create a self-sufficient team of coders who can problem-solve for themselves. One of the tools you will use is delegation.

    To delegate effectively, you should communicate expectations about responsibilities and give your team the support they need to succeed. Part of your job is to assess where your team needs to grow, who could benefit from being a mentor, where the team can expand technically and who has the bandwidth to take on new tasks. Check-in and give feedback without taking over so your team can grow their skills. Give a clear picture of how success looks, and celebrate when your team hits its goals.

    Related: How to Delegate Better and Become a Great Leader

    Leverage the skills you built as a developer

    New managers can succumb to the siren song of trying to do everything themselves. Unfortunately, this sets up your team to rely on you whenever there is a problem and doesn’t give them the experience they need to function autonomously. Taking the extra time to teach a solution instead of coding it yourself pays off in the long run by saving you from having to write that same code again. An added benefit is that you now have another developer to mentor others and spread knowledge across your team. Your job is to ensure the success of your team, not become a bottleneck that developers have to pass through to make a decision.

    Should you continue to code? In his book Managing Humans, Michael Lopp advises managers to stay in touch with their roots as developers. You should be familiar with the language and tools that your team is using and understand the detailed architecture of a project. The point is to stay connected as you delegate the day-to-day work of your team. Your years as a developer have taught you how projects succeed and how they fail. As a manager, you can leverage this valuable experience to guide your team. Listen to your gut, and look at the bigger picture. When you encounter a situation that you’ve seen before as a developer, ask the right questions to dig deep into how milestones can be met realistically.

    Build trust through preventive maintenance

    Preventive maintenance is key to fostering the trust needed for successful delegation. The time you spend upfront coaching your team is an investment. Foster a sense of safety, and reinforce the idea that mistakes are learning opportunities. Developers should be thanked, not punished, for being honest about not meeting a deadline or when a solution isn’t working.

    A great way to develop trust is to hold one-on-one meetings with every team member. Tips for one-on-one meetings:

    • Schedule at least 30 minutes

    • Don’t show up late or reschedule

    • Listen for more than a status report

    • Develop rapport

    • Ask about career goals

    • Coach team members on how to coach others

    Related: Why Entrepreneurs Struggle Delegating to Remote Teams

    All of this sounds great. But how do you do it remotely?

    Remote work is the new normal for many software engineers. Patrick Thibodeau recently reported that “nearly 40% of software engineers will only work remotely.” Developers report higher productivity and less stress when they work from home. Employers have the advantage of accessing a global talent pool and can cut down on the costs of renting and furnishing an office. Managing a software team is challenging enough. How do you build a team that spans across time zones and physical spaces?

    Rely on a common process

    Stand-up meetings, planning, backlog refinement and code reviews can be a challenge to run remotely. Find a range of hours across time zones when people will be available to work together to schedule meetings and record meetings for those unable to attend. A robust asynchronous onboarding process can help new team members understand the standard policies and expectations of a remote team.

    Delays in communication can be costly across time zones. For communication that happens asynchronously, take care to explain concepts clearly when you might not be immediately available to answer questions. Make sure that any resources your recipient will need have been attached or shared with appropriate permissions. Outline what constitutes an urgent message and when you expect a reply. Successful delegation relies on your team having the proper support to do their job.

    Use tools to connect

    The choices for remote communication have exploded over the past few years. Zoom, Google Meet and Microsoft Teams can be used for video conferencing and messaging. Slack is popular for its specific channels and direct messaging capabilities. Tools for version control and IDEs are crucial for software development. Common places for online calendars and document storage like Google give companies a place to organize shared knowledge. Using story cards or tasks in a project management software like Jira, Trello or Basecamp will give your team a place to see which tasks they’ve been delegated. Developers can ask questions, create checklists to document their process and understand the acceptance criteria for a task. Management software also helps the team to plan resources and meet deadlines.

    Related: The Step-By-Step Guide to Managing Remote Employees Effectively

    Create a community

    Remote workers can still be connected to one another. Ways to build community remotely could include:

    • Icebreakers or social time for the first few minutes of meetings

    • Virtual coffee meets or book clubs

    • Lunch and learn presentations

    • Dedicated channels on a messaging app for social topics, photos or fun facts about the team

    • Online game events

    • Completing a certification or taking a class together

    When managing people from different cultures, ensure that policies are inclusive. Take the time to learn about differences in communication styles that might affect how to elicit feedback or criticism. Making sure that every voice on your team can be heard builds trust and engagement and ensures that delegated tasks are understood by all members of the team.

    Delegation is challenging for software managers but especially for those managing a remote team. Every team benefits from building trust and clear expectations around delegated work. If you are managing a remote team, you can rely on processes and tools to collaborate and communicate effectively. Even if your team is spread across time zones or continents, you can lead successful software projects through thoughtful management and delegation.

    Amandeep Singh

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  • How to Master the Art of Delegation and Overcome the Urge to Micromanage | Entrepreneur

    How to Master the Art of Delegation and Overcome the Urge to Micromanage | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Mastering the art of delegation is a critical aspect of leadership; it can improve efficiency, empower your team and ultimately drive your company toward success. But managing the balance between control and delegation is tricky. In fact, many leaders struggle with letting go and controlling their urge to micromanage every aspect of their company. Overzealous micromanagement often results in under-developed teams, inefficient processes and a lack of company-wide advancements, hindering a company’s progress.

    As an entrepreneur, I can relate to the struggle of handling every aspect of a business on your own. Moreover, I can relate to wanting to handle many aspects on your own. However, as a business grows, this approach becomes unsustainable, and the need to be involved in everything becomes our own worst enemy.

    My “A-HA!” moment came when I hired my first executive assistant and realized that 80% of my daily tasks did not require my skills, knowledge or expertise. Rather, I learned that by investing a little time and effort into training and trusting someone else to handle things for me, I could free up a lot of my time to focus on what really matters: growing my business. Although the “I know how to do it, and they don’t” mentality is an obstacle that regularly gets in the way, leaders should try to remember that at some point, we were taught what we know by somebody else, and in the same way, we can teach others.

    Related: The Art and Science of Delegation (Infographic)

    Delegation is a powerful tool for business growth not only due to its benefit to leaders. It requires investing in the development of other team members, which pays off in more ways than one. By upskilling and training team members, not only do you free up time to focus on critical aspects of the business, but you also empower your team to contribute to its overall growth and success.

    By no means am I saying that this process was or is still easy; it requires constant effort and is almost never comfortable — until you see the results. The efficiency that you’ll achieve by handing off tasks is something you will never be able to achieve on your own, and that in itself is reason enough to start delegating work to others.

    Nevertheless, there is a time and place for everything. You can’t delegate every task, and in fact, you shouldn’t. Rather, before handing something off, you need to consider a few things which will help you determine when it is or isn’t appropriate or effective.

    1. Confidentiality: The sensitivity of the information involved

    Sensitive information — such as certain financials, legal or HR records — and personal information must be handled with the utmost care and caution. If you are entrusted with sensitive information (such as that of a client), it’s your responsibility to maintain its confidentiality and not delegate it to others without explicit permission. In some cases, such as handling payroll in a small, close-knit team, you may want to keep your employees away from sensitive details for the sake of privacy; however, even in this scenario, you can still delegate the task to someone outside of your team, such as an external bookkeeper. In other cases, where the task is sensitive but relatively simple and doesn’t concern the team itself, it may be appropriate to delegate it to members of your team.

    2. Repetition: Evaluating delegation based on task frequency

    Tasks that are repetitive, straightforward and lack any confidential information are often prime candidates for delegation. However, it’s important to also assess the frequency at which this task will arise in the future. If the task requires a significant investment of time to train someone else and is unlikely to recur for an extended period, it may not be the best use of your resources to teach/delegate it. Rather, in this case, it may be more efficient for you to complete the task on your own for the sake of getting it done and moving on to bigger things.

    Related: How to Delegate Better and Become a Great Leader

    3. Resource management: Delegation for time and cost efficiency

    Occasionally, you may be handling tasks that fall beneath your experience level or skill set. If the task was assigned to you by a client, supervisor or investor who believes you are the best person for the job, it’s important to communicate your perspective. Explain that your skills, knowledge and expertise are best utilized elsewhere, and remember the financial impact of spending time doing things that could be done by lower-cost resources. As a leader, you are responsible for promoting smart and cost-effective decision-making to foster the success of your company and/or clients. Even if you end up doing the work yourself, it’s important to regularly assess your priorities and ensure that your time is being utilized effectively.

    4. Intention: Balancing delegation and personal involvement

    It’s perfectly okay to occasionally take on tasks that don’t really require your abilities when the intention is beneficial to you and your company. Taking on smaller or mindless tasks can provide you a (sometimes much-needed) break from demanding daily responsibilities and a welcome change of pace. Some tasks can help you stay connected to your team’s work and consequently manage it more effectively, while others are just fun and enjoyable. Engaging in “smaller” tasks doesn’t have to be detrimental, especially when done with a deliberate intent of furthering the company’s success and long-term goals.

    When planning for effective delegation, leaders must look beyond the present moment and consider the impact on future growth and success. While it may be tempting to take on tasks ourselves, it’s essential to push beyond our comfort zones and focus on tasks that align with our unique experiences and abilities. By doing so, we can optimize our time and energy, avoiding the trap of wasting resources on tasks that could be handled by others. Careful consideration of how leaders allocate their time and effort is a fundamental component in their ability to grow.

    Related: 10 Successful Entrepreneurs on Why Delegating Effectively Is Difficult But Necessary

    Adi Vaxman

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  • 5 Reasons Why Effective Delegation Is Crucial for Successful Entrepreneurs

    5 Reasons Why Effective Delegation Is Crucial for Successful Entrepreneurs

    Opinions expressed by Entrepreneur contributors are their own.

    Being an entrepreneur is challenging and requires a wide range of skills and abilities to be successful. One of the most crucial skills entrepreneurs must possess is effectively delegating tasks. This means identifying the right tasks to delegate, selecting the right people to delegate them to and providing clear instructions and expectations.

    This article will explore why entrepreneurs need to be great at delegating tasks and how it can help them achieve their business goals while scaling their companies.

    Related: 7 Rules for Entrepreneurs to Delegate Effectively

    1. Focus on your core capabilities

    One of the main reasons why entrepreneurs need to be great at delegating tasks is that it allows them to focus on the most critical aspects of their business. As an entrepreneur, you are responsible for various charges, from managing employees and finances to developing new products, features and services. It is impossible to do everything yourself and still be effective.

    If you do that, you will soon hit a ceiling of productivity and be unable to scale. By delegating tasks to others, you can free up your time and energy to focus on your business’s essential and strategic aspects, such as developing new ideas, expanding into new markets, and building relationships with key customers and investors.

    2. Allocate work efficiently for better outcomes

    Another important reason entrepreneurs need to be great at delegating tasks is that it allows them to build a more effective and efficient team. If you concentrate all the necessary work on yourself, you preclude yourself from doing more of what you are best at and spending time on things others could do faster and better.

    By delegating tasks to the right people, you can ensure that the right skills and expertise are applied to the right tasks. This can help improve the team’s overall performance and productivity and increase job satisfaction and employee engagement. Additionally, delegating tasks can help develop team members’ skills and abilities, providing them with new opportunities for learning and growth.

    Related: Why you can’t delegate — and how to fix it – BBC Worklife

    3. Delegation is the essence of successful teamwork

    Great delegating also builds trust and confidence among your team members. When entrepreneurs delegate tasks, they demonstrate their faith in the abilities and capabilities of their team members. This can help build more robust and more effective relationships between your team members and between you and the team.

    Additionally, by delegating tasks effectively, entrepreneurs can help create a culture of accountability and responsibility within their organization, leading to better performance and higher levels of employee engagement. A great example of this principle can be observed in professional sports: A coach never steps onto the field to play but leads the game from the outside, trusting the team while the team trusts the coach.

    4. Effective delegation can lead to better decision-making

    Entrepreneurs often face many decisions which require a great deal of expertise and knowledge. By delegating tasks to others, you can tap into the expertise and knowledge of your team members, who can help you make more informed and balanced decisions. By delegating tasks, you can benefit from your team members’ diverse perspectives and ideas, leading to more innovative and creative solutions. In addition, by being less inundated with work, you will have more bandwidth to think deeply about problems and challenges. Having extra time to think is essential to making solid decisions.

    Related: Should You Delegate That? A Comprehensive Guide

    5. Make yourself obsolete

    Finally, effective delegation is essential to scale your business exponentially. As your business grows, it becomes increasingly difficult to manage all aspects yourself. By delegating tasks to others, you can ensure that the company continues to run smoothly and efficiently, even if you are unavailable or unable to perform at total capacity. Also, delegating tasks can create new opportunities for growth and expansion as team members take on new responsibilities and develop new skills and capabilities. While it might sound counterintuitive, the best leaders don’t work much. You would have all the people needed to run your business in an ideal world without you.

    In conclusion, entrepreneurs must be great at delegating tasks to achieve their business goals and scale their companies. By delegating tasks effectively, entrepreneurs can free up their time and energy to focus on the most critical aspects of their business, build a more effective and efficient team, build trust and confidence among their team members, make better decisions, and scale their business without being the bottleneck to growth. Effective delegation is a crucial skill that entrepreneurs must develop to succeed in today’s competitive business environment: Mastering task delegation will enable you to step back from day-to-day operations and focus on strategic thinking.

    Roland Polzin

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