Attitude Series Podcast’s Post

Struggling to Delegate? It’s Time to Let Go 𝗧𝗵𝗲 𝗣𝗿𝗼𝗯𝗹𝗲𝗺 Be honest—are you trying to do it all yourself? If you’re the type of leader who believes that no one can do it better than you, this one’s for you. The truth is, you can’t do it all. Not effectively, at least. Delegation is one of the hardest things for high performers to master. Why? Because when you’ve built something from the ground up, it feels personal. You’ve got the vision, the experience, and the skills, so why trust someone else to take the reins on important tasks? But here’s the kicker: the more you try to do everything, the more you’re slowing your growth. Let’s get real—are you delegating enough, or are you micromanaging your way to burnout? The answer to that question could be the difference between leading a thriving business or team and watching it stagnate. 𝗪𝗲 𝗚𝗲𝘁 𝗜𝘁 At JSCo, we work with leaders who’ve been in your shoes. Delegation feels like a risk. You worry that your team won’t deliver to your standard, or that letting go of certain tasks will somehow reflect poorly on you. But here’s what we’ve seen time and time again—leaders who delegate effectively not only free up their own time, but they empower their team to step up and grow. You’re not alone in this struggle. It’s not easy to let go of control, especially when so much is on the line. But you hired your team for a reason. When you give them the tools and trust to take ownership of their work, you’ll start seeing results that surprise you. 𝗛𝗲𝗿𝗲’s 𝗪𝗵𝗮𝘁 𝗬𝗼𝘂 𝗖𝗮𝗻 𝗗𝗼 𝗥𝗶𝗴𝗵𝘁 𝗡𝗼𝘄 Here’s an exercise: Take a look at your to-do list. Find one task that you can delegate this week, even if it’s small. Then, hand it off to someone on your team and give them the autonomy to handle it. Resist the urge to micromanage. Just check in at the end to see how it went and offer feedback if needed. You’ll quickly see that delegation doesn’t just take work off your plate—it gives your team a chance to grow. And hey, if delegation is something you’re really struggling with, it might be time to bring in a fresh perspective. That’s where I come in. Let’s talk about how to build a leadership strategy that allows you to do less and accomplish more. 𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗱𝗲𝗹𝗲𝗴𝗮𝘁𝗲? You can always call me directly, or if you’re more of a planner, head to our website to book a session. We’ll dive into how to delegate effectively and free yourself from the grind. Let go to grow. — Jerrod Smith Website: https://jerrodsmith.co/ #DelegationSkills #LeadershipDevelopment #HighPerformanceTeams #ExecutiveCoaching #EmpowerYourTeam #LetGoAndGrow #LeadershipWorkshops

Struggling to Delegate? It’s Time to Let Go 𝗧𝗵𝗲 𝗣𝗿𝗼𝗯𝗹𝗲𝗺 Be honest—are you trying to do it all yourself? If you’re the type of leader who believes that no one can do it better than you, this one’s for you. The truth is, you can’t do it all. Not effectively, at least. Delegation is one of the hardest things for high performers to master. Why? Because when you’ve built something from the ground up, it feels personal. You’ve got the vision, the experience, and the skills, so why trust someone else to take the reins on important tasks? But here’s the kicker: the more you try to do everything, the more you’re slowing your growth. Let’s get real—are you delegating enough, or are you micromanaging your way to burnout? The answer to that question could be the difference between leading a thriving business or team and watching it stagnate. 𝗪𝗲 𝗚𝗲𝘁 𝗜𝘁 At JSCo, we work with leaders who’ve been in your shoes. Delegation feels like a risk. You worry that your team won’t deliver to your standard, or that letting go of certain tasks will somehow reflect poorly on you. But here’s what we’ve seen time and time again—leaders who delegate effectively not only free up their own time, but they empower their team to step up and grow. You’re not alone in this struggle. It’s not easy to let go of control, especially when so much is on the line. But you hired your team for a reason. When you give them the tools and trust to take ownership of their work, you’ll start seeing results that surprise you. 𝗛𝗲𝗿𝗲’s 𝗪𝗵𝗮𝘁 𝗬𝗼𝘂 𝗖𝗮𝗻 𝗗𝗼 𝗥𝗶𝗴𝗵𝘁 𝗡𝗼𝘄 Here’s an exercise: Take a look at your to-do list. Find one task that you can delegate this week, even if it’s small. Then, hand it off to someone on your team and give them the autonomy to handle it. Resist the urge to micromanage. Just check in at the end to see how it went and offer feedback if needed. You’ll quickly see that delegation doesn’t just take work off your plate—it gives your team a chance to grow. And hey, if delegation is something you’re really struggling with, it might be time to bring in a fresh perspective. That’s where I come in. Let’s talk about how to build a leadership strategy that allows you to do less and accomplish more. 𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗱𝗲𝗹𝗲𝗴𝗮𝘁𝗲? You can always call me directly, or if you’re more of a planner, head to our website to book a session. We’ll dive into how to delegate effectively and free yourself from the grind. Let go to grow. — Jerrod Smith Website: https://jerrodsmith.co/ #DelegationSkills #LeadershipDevelopment #HighPerformanceTeams #ExecutiveCoaching #EmpowerYourTeam #LetGoAndGrow #LeadershipWorkshops

"How can I delegate tasks if all the responsibility is on my shoulders?" This was the question from a manager I worked with recently. He was teetering on the edge of burnout. Working late every day, feeling overwhelmed, agitated, and frustrated with team members who "constantly made mistakes." Delegation is a "headache" for many managers, especially those new to leadership. But I also notice, that seasoned managers, too, fall into this trap, particularly when they're firefighting all day. You won’t find me writing a generic list of “7 Tips for Delegating Effectively” because, I am convinced, every situation is different. Yes, there are some best practices, but what works for one team or one leader may not work for another. Based on my experience, what does work for my clients is getting back to self-awareness work first, defining steps and putting them into practice. If you struggle to escape the delegation trap, I´d suggest the following: 🔸 Take a step back and analyze what’s going well and what’s falling through the cracks. Block off 1-2 hours, review your team’s current responsibilities, and dig deep. Where are the bottlenecks? What tasks seem to consistently fail? Who seem to consistently fail? Why, in your opinion? Be honest. 🔸 List out every task: those already delegated and those you need and want to delegate. This brings clarity to what’s on your plate versus what should be on theirs. 🔸 Know your team’s strengths. Look at each team member’s unique capabilities. Where do they shine? When are they at their best? Matching tasks to strengths and interests is the cornerstone of smart delegation. 🔸 Ask yourself the hard questions: Am I giving tasks that help unlock my team members’ potential? Am I aligning their strengths with their responsibilities, or am I just offloading work? 🔸 Prepare for conversations. For smaller teams, have a dialogue (not a monologue!) with each person about their current responsibilities and future potential. For bigger - chose those you need to speak to. Ask: How can this task help you grow? What opportunities can doing this task open for you? How can we make sure your success benefits the entire team? Ask. Don’t just dictate. Engage. Inspire, empower, and align your team with a common purpose. Ask them how you, as a leader, can support their success in fulfilling the tasks you delegate. I believe, delegation is both an art and a science. It’s not just about telling people what to do. It’s about unlocking their potential, building trust, and fostering growth. When done right, delegation transforms you from a manager who feels that "all the responsibility is on your shoulders", into a leader who empowers others to thrive. It helps you build a strong and authentic leadership presence. What works for you when delegating tasks? What challenges have you faced in trusting others to take ownership? I’d love to hear your thoughts. #leadershippresence #leadership

“How can I help?” This is a question I’ve been mulling over a lot recently. As a people leader, it is well-intended. You want to save a team member from burnout, help when they are frustrated, remove that obstacle. But it’s too easy at best and pretty empty at worst. It’s a question that puts even more labor on the receiver, adding to their burden. A way more helpful, thoughtful, and impactful approach is to offer actual, specific help. 🗝️ = SPECIFICITY Some ideas, depending on situation/context: 🛟 “Let me help you shift some priorities.”This doesn’t mean asking the person what can come off their plate, but being an active partner in assessing what can be renegotiated or simply dropped and ALSO offering an umbrella to help keep them covered from other items. More seasoned leaders will likely have a pulse on this and can offer this coaching in the moment. 🛟 “Let’s set up some time to help get this unstuck/work through this together/break this project down.” Sometimes it just takes some dedicated space and a collaborator to get things moving again. Feeling overwhelmed is often rooted in feeling alone - it’s amazing what magic a half hour of collaboration can do. 🛟”Let me do X part of the project./I’ll get Y to help you with this project.” Not always feasible, but sometimes it’s a matter of sharing the specific part of the work. 🛟”You can totally stop doing X, Y, Z.” So many of us default to the low-hanging admin work when we are overwhelmed. It sucks up time and isn’t productive. Empowering people to let go of specific tasks frees them of that burden. Maybe it’s time-bound or maybe it’s forever, but identifying the work that isn’t impactful helps make room for what is. 🛟🛟🛟The most proactive thing you can do as a leader to stop overwhelming workloads and burnout is to give clarity to your team on key objectives and outcomes, while establishing structures that reinforce getting the most impactful work done and empowering a firm “no” to distractions. It’s not an easy pursuit and certainly no one does it perfectly, but every bit of progress is so worth it. For the record (get it???), I listened to Blondie and Liz Phair while writing this post. 🎤🎸

If you feel stressed at work, remember: only fools don't get stressed about anything. Stress is a natural reaction to change. In most places worth working in, change is happening literally all the time. Since you can't eliminate stress, focus on getting better at managing it. This is obviously easier said than done, but it can be done. Plus getting better at this is one of the key parts of the seniority journey. When I was at the beginning of my career, I admired senior leaders for their ability to apparently not get stressed with anything! As I grew more senior myself, I soon figured out that everybody from the CEO down gets almost equally affected by stress. The only difference is how they manage it and how they help their team manage theirs too by providing air cover and coaching. So how do you do it? Every person is different, this is the system I (try to) use: Step 1: Allow yourself to be stressed. Don't fight it or regret it. Accept that stress is a necessary part of change and change is good. Also remind yourself that most of the time, things are not as bad as they look on the surface. Step 2: Create time to think, so that you can make a plan and regain control. You cannot think when you're back to back in meetings. Step 3: Prioritise! This is the time to do less, really well. Step 4: Believe in the plan and execute. Even if you don't fully believe in the plan, still execute! Plus, the most important step is: Ask for help! This is why you're part of a team. This is why you have a manager. Asking for help is the one move that always works.

The concept of doing work on your own versus delegating it to others revolves around the principle of efficiency and resource optimization. If a task is crucial and requires your unique expertise or personal touch, it's often best to handle it yourself to ensure quality and alignment with your vision. However, if the same task can be effectively completed by someone else and your time is better spent on more strategic or high-value activities, delegating it can lead to greater productivity and overall success. When deciding whether to do the work yourself or delegate it, consider factors such as your expertise, available time, the complexity of the task, and the capabilities of others. By delegating tasks that others can handle competently, you free up your time to focus on activities that leverage your skills and contribute more significantly to your goals and objectives. 🚀 Leveraging Your Time for Maximum Impact: The Art of Delegation 🚀 In today's fast-paced work environment, efficiency is key to success. As professionals, we often find ourselves juggling multiple tasks and responsibilities. But here's the thing: not every task requires our personal touch. I've learned that the ability to delegate effectively is a game-changer. It's about recognizing when to roll up your sleeves and dive into the nitty-gritty and when to empower others to take the reins. 🎯 When to Do It Yourself: Some tasks demand your unique expertise, attention to detail, or creative flair. These are the tasks that align closely with your strengths and contribute directly to your success. By taking ownership of these tasks, you ensure quality and maintain control over the outcome. 🤝 When to Delegate: On the other hand, there are tasks that can be effectively handled by others. Delegating these tasks frees up your time to focus on strategic initiatives, innovation, and high-impact projects. It's not about relinquishing control; it's about leveraging the collective talents of your team to achieve shared goals. 💡 The Power of Delegation: Delegating isn't just about offloading work; it's about maximizing efficiency and productivity. By delegating tasks that others can handle competently, you create space for growth, foster collaboration, and elevate overall performance. So, the next time you're faced with a mountain of tasks, ask yourself: "Can someone else do this as well or better than I can?" If the answer is yes, don't hesitate to delegate. Your time is your most valuable asset—use it wisely. #Productivity #Leadership #Delegation #Efficiency #TimeManagement #SuccessStrategies Let's empower each other to achieve greatness! 💪 Safar Ali A.V Vinod Shaji Doly Mathew Rajesh Mukesh PMP® WELL AP™ Anton David Maged Alsheeby ماجد الشعيبي Anju Nair Abdul Ahad Baig Ahmad Ali Khan 🇵🇰 Bijou Lulla Bhavika Kotwani Sunil Dsouza Aswath T P PMP® Sharjeel Siddiqui - RCDD, ICIP, CCDA, PMP Sajeeth Vayankara CFM®️IFMA, PMP®️PMI, CIWFM, AMP®️PECB

🧨 𝗔𝗿𝗲 𝗬𝗼𝘂 𝗮 𝗠𝗶𝗰𝗿𝗼𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝗼𝗿 𝗮 𝗟𝗲𝗮𝗱𝗲𝗿-𝗮𝘀-𝗖𝗼𝗮𝗰𝗵? If you're a micro-manager, guess what? Not only does your team not respect you, but they will actually hate you! Do you often feel that: ❌ You must repeatedly explain how to do simple tasks in minute detail. ❌ You play the role of a babysitter, always breaking up infighting in your team. ❌ Some team members act like bullies, others like victims, and they look to you as the hero to fix everything. ❌ There are never-ending quarrels, a lack of responsibility, and people abdicating their work. ❌ Your team is on the verge of burnout, with hints that key members might leave. ❌ You're overwhelmed, with so much to do and no end in sight. Always exhausted, stressed, and fearful. 🧨  Chances are, you are a 𝙢𝙞𝙘𝙧𝙤𝙢𝙖𝙣𝙖𝙜𝙚𝙧. 🔻 Yes, 𝙞𝙢𝙥𝙤𝙨𝙩𝙤𝙧 𝙨𝙮𝙣𝙙𝙧𝙤𝙢𝙚, insecurities and the pressure to meet targets and deadlines can get the best of you. 🔻 You end up dictating how to perform tasks exactly and checking on your team's work daily, asking for lengthy status reports. 🔻 No wonder you feel tired! ❇️ But here's the good news: ▶️ It's time to shift to being a 𝗟𝗲𝗮𝗱𝗲𝗿-𝗮𝘀-𝗖𝗼𝗮𝗰𝗵 (sometimes known as a servant leader). In this new paradigm, here's what you need to do: ▪️Align your team around shared values and desired impact ▪️Identify and strengthen individual strengths ▪️Paint an inspiring vision for the team's future ▪️Help them create a roadmap connecting personal, professional, and project goals ▶️ And guide them every step of the way to: ✔️ Support them ✔️ Ask powerful questions ✔️ Listen with empathy ✔️  Manage your emotions and help them address theirs ✔️ Be their cheerleader and champion ✔️ Be their accountability partner Only then will your team align, engage, and grow – recognizing your efforts and leadership. They'll see that through their contributions, they are learning and growing and getting closer to their dreams and ideal careers. ❇️ This is a huge paradigm shift. Your team will respect, love, and cherish you! They'll recognize your efforts, appreciate your dedication, and be awed by your leadership level. 👉🏻 DM me a note if you agree with this, and get you clear on your vision to becoming a leader-as-a-coach #Leadership #TeamBuilding #ServantLeadership #Coaching #TeamSuccess #vision #inspiration #micromanagement #imposter #insecurities #leaderAsCoach Richard Naoufel Alexandre Mathieu Pierre

Delegating has been a challenge for me for a long time. Maybe it’s because I taught myself to be self-sufficient early in life, or perhaps it’s because I trust myself too much and believe I can do everything on my own. However, when you become a leader, your tasks change, and your responsibilities extend beyond simply getting things done. As a result, learning to delegate has become essential for me. I now understand that delegation isn’t just about “offloading work” but about empowering my team and fostering their growth. Proper delegation allows you to focus on strategic priorities and maximize collective performance. These are some of the biggest issues you face when you don’t know how to delegate: • Work overload: You start becoming overwhelmed with operational tasks. • Team stagnation: Your team members don’t develop new skills. • Low efficiency: Time is not used optimally. • Increased stress: Emotional and physical burnout occurs. • Lack of innovation: You miss opportunities for new ideas from your team. On the other hand, this is what you can get if you learn how to properly delegate: • Improved productivity: Each member from your team delivers their best. • Team growth: Skills and confidence develop. • Reduced stress: You can focus on what matters most. • Better work environment: Your team feels valued and motivated. • Agility and adaptability: Tasks are completed faster and more efficiently. Here are some simple steps that have helped me delegate efficiently: 1️⃣ Identify what to delegate: Prioritize operational or repetitive tasks. 2️⃣ Choose the right person: Assign tasks based on skills and development areas. 3️⃣ Communicate clear expectations: Explain goals and deadlines. 4️⃣ Trust and give autonomy: Allow your team to make decisions. 5️⃣ Provide feedback: Support the process with positive and constructive feedback. With time I’ve learned that delegation strengthens team trust, encourages continuous learning, and boosts productivity. Also, I have gained more time to focus on strategic decisions, achieving better personal and professional balance. Proper delegation truly creates a collaborative environment where everyone grows and feels part of the collective success. #leadership

Transitioning into a managerial role can be challenging for some, as they may believe they must personally complete every task or it won't be done correctly. However, to excel as a leader, mastering the skill of delegation is crucial. Delegating tasks to your team members not only helps lighten your workload but also empowers them to take on new challenges and develop their skills. By assigning responsibilities based on each individual's strengths and expertise, you can enhance overall team productivity and efficiency. Moreover, delegating tasks fosters a sense of trust within your team, showing that you have confidence in their abilities to deliver results. Remember, as a manager, your role is to guide your team towards success through effective delegation! There are three key components of assigning responsibility, referred to as the elements of delegation. They are: 1. Authority This is the manager's privilege to instruct employees to carry out specific tasks within their team's domain, meaning that the manager holds power over their subordinates. Before delegating tasks, managers must utilize their authority to evaluate their subordinates' skills and acknowledge that sometimes additional training may be necessary. As an authoritative figure, it is essential to lead by example and refrain from micromanaging. 2. Responsibility This refers to the responsibility a subordinate holds in fulfilling their assigned tasks successfully. It involves a management figure entrusting a certain level of confidence to the subordinate to carry out tasks efficiently. 3. Accountability To ensure successful delegation, it is crucial for subordinates to take responsibility for the tasks they are given. Whether utilizing a delegation tool or not, subordinates should regularly update managers on their progress. Equally important is the accountability of managers in providing clear guidance; without clarity in instructions, managers cannot expect subordinates to excel. What helped you to improve your delegation skills? Share your thoughts in the comments below. #leadershipcoaching #delegation #careercoaching