We have a management epidemic on our hands …
… one that breeds burned out, over-worked managers – and underdeveloped, marginalized employees.
This is the reality of the “do more with less” workplace …
… well-intentioned managers who spend less time developing and leading than they know they should.
Instead, they feel forced to tackle every high, medium and low priority task on their to-do list. Failure is inevitable. Most supervisors have too many responsibilities and too little time to do everything themselves. They need help – serious help.
The problem: managers don’t delegate enough or effectively to maximize the value their employees can provide.
“The surest way for an executive to kill himself is to refuse to learn how, and when, and to whom to delegate work.” – James Cash Penney
A little morbid, but metaphorically true. Why is this such an issue for managers?
7 Reasons We Don’t Delegate Enough
- 1.Control Freak Syndrome – “I can do it better (and/or) faster myself.”
- 2.I’m Too Busy Syndrome – “Delegating takes too much time that I don’t have.”
- 3.First-Time Manager Syndrome – “I’m doing the work that earned me the promotion.”
- 4.Insecurity Syndrome – “They won’t need me anymore if I teach them how to do my job.”
- 5.Fear of Rejection Syndrome – “They won’t want to do it, especially without extra compensation.”
- 6.They’re Too Busy Syndrome – “I don’t want to bury my people with too much work.”
- 7.Lack of Trust Syndrome – “I don’t trust them to do it right (or as well as me).”
If you’re reading this page, chances are good you fall into one or more of those buckets. It’s okay, you’re not alone.
What matters is what you do about it …
… Do you want to free yourself of unproductive excuses for not delegating?
… Do you want to reduce stress and the feeling of constant pressure?
… Do you want to focus on your highest impact priorities?
… Do you want to empower your employees and trust they’ll get the job done?
… Do you want to become a willing and effective delegator?
If you answered yes to any of those questions, this Blueprint is for you:
Empower Your Team,Increase Productivity and Get Things Done Right
Delegating goes a long way toward solving two major workplace challenges …
Challenge #1 – most managers have too much to do and not enough time to get everything done properly (and still have a life outside the office).
Challenge #2 – many employees feel like they are micromanaged, stymied from doing meaningful work and stuck in a job with no potential.
Managers want to focus on high impact projects and develop their team. Employees want more responsibility and interesting challenges that help the organization (if they don’t, you have the wrong people, that’s a different issue).
That is a match made in heaven. And we can help you in both cases.
As you read this Delegating Blueprint you’ll discover:
- The three layer trickle down benefits of strong delegation
- 4 traits of successful delegators
- 7 major reasons we don’t delegate enough – explained
- Before delegating a task, ask yourself this question
- What exactly is a micromanager?
- If you don’t think you’re a micromanager, you may be a “seagull manager” instead – and why it’s just as bad
- What happens when you don’t delegate – the cost of not “letting loose”
- 5 tasks ideal for delegating – and 5 more you should rarely if ever pass off
“How Can I Trust Someone Else To Get The Job Done As Well As I Can?”
- How to select the ideal person for each task and finally feel comfortable “letting go”
- 5 types of employees you never want to delegate work to
- Presenting the task like a master salesperson (these techniques are the key to getting buy-in and the employee enthusiastically tackling the assignment with vigor and accuracy)
- The difference between “giving orders” and delegating (this distinction is critical if you want the task done well)
- The single most important word you must say every time you delegate a task to someone (no, it’s not “please” or “thank you”)
- Why you should expect and embrace a little resistance when you first ask someone to do take on a new task (You need to remove these objections so the person is “all in” and has no resentment when it’s time to do the work)
- How to delegate small tasks without people feeling like you are just passing off your “busy work”
“Do I Give Incomplete InstructionsOr Do They Not Understand?”
If you’re not getting the results you want, the answer is probably both. As you read the Delegating Blueprint you’ll learn how to give instructions that stick. Here’s what’s in this section …
- 7-step process to give instructions so the person “gets it”
- Should you give verbal, written or hands-on instructions?
- “Should I care how the task gets done – or just that it gets done well?” Here’s the definitive answer
- How to get someone to complete the delegated task just how you like it – without explicitly telling them to “do it this way”
- Three best practices for establishing timelines, setting deadlines and communicating expectations so you get what you need
- What you must give the delegate that is just as important as instructions (You probably haven’t even considered this when delegating – and it’s part of the reason you don’t get exactly what you want)
- The one deadline setting tactic that guarantees you always hit your deadline – even when the work isn’t delivered perfectly
Three Keys To Effective Delegation
These are somewhat obvious (though many skip #3). It’s how you execute these keys that make the difference.
This Blueprint will walk you step-by-step through the entire delegating process, and the Practical Tools listed below help you implement that knowledge in the real world.
The result: Your team will willingly take on new tasks and have more energy – and you will finally toss that “I need to do it all” monkey off your back.
“How Do I Get My Employees To Take Accountability And Stop Running Everything By Me?”
If you delegate something and the person interrupts you with constant, unscheduled “check-ins” – the benefit of delegation is lost.
Here’s how to prevent this frustrating behavior …
- The 10 levels of authority in every delegation project – and why it’s critical that you choose the right one (If you don’t specify this in advance the delegate won’t know how or when to follow up and failure is almost a certainty)
- Why employees are often to blame for supervisors becoming micromanagers and how to not fall into this trap
- How to communicate and foster a shared accountability relationship where both sides accept responsibility for the ultimate results
- The missing ingredient most employees need to carry out your assigned tasks without hand holding
- 4 progress monitoring strategies that get you the right amount of feedback, encourage employees to speak up about problems and prevent you from being perceived as a hovering micromanager
- 4 things to do at the end of every delegation project
- The right way to reward people – and why financial rewards are actually a bad thing
- Why you need to eliminate the fear of failure if you want to create a culture of empowerment
- How do you get people to willingly to take on more, different and higher-level tasks – ask for it even? (There’s really only one way to do this, and the bad news is it might be out of your control right now)
- 6 reasons why delegation projects fail – and what you can do to stop it
- How to deliver constructive criticism when delegation doesn’t go as planned
Premium Bonuses & Extras
10-Point Delegation Checklist
Activity Audit Worksheet
Delegating Doesn’t Come Naturally To Us …
If it did, we’d all be doing it with ease. You see, our brain automatically resists sharing tasks. It’s odd but true. And the millions of articles and hundreds of books on the subject prove we need help with this crucial management activity – and are constantly in search of the answer.
The good news: delegating is an acquired skill. The challenge is it comes with a steep learning curve – especially if you consider yourself a “doer.”
And you can’t “will” your way to becoming a strong delegator. You need a proven success plan, tools and confidence to make it happen. This Blueprint is the answer to the question – “how do I delegate more consistently – and get the results I want.”
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ResourcefulManager’s “Effective Delegation For Busy Managers” Blueprint comes with an unconditional, 100% money back guarantee.
We’re confident you’ll find several new and useful ideas to help you delegate your workload to empower employees and finally let go, presented in a practical, easy-to-implement format.
In fact, we’ll give you a full 90 days to carve out the time in your busy schedule to read the Blueprint, digest the strategies, put the advice into action, and experience the results in your specific situation.
We believe to be a great manager … is to be resourceful. So every piece of content and product we create is designed to make you more knowledgeable, prepared and resourceful. Just for the record, as of 3/28/18, we’ve sold 5,427 ResourceManager products and only have had 68 refund requests.
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To your success,
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Effective Delegation For Busy Managers
Use This Complete, Step-By-Step Blueprint to Delegate Without Feeling Like You’re Passing Off “Busy Work” or Being Perceived as a Paranoid Micromanager
Here’s What You Get
- 51-page Blueprint, step-by-step Blueprint
- Blueprint Extra: 10-Point Delegation Checklist
- Blueprint Extra: Activity Audit Worksheet
- Premium Bonus: Project Delegation Worksheet
- Premium Bonus: 10 Effective Phrases To Say When Delegating
- Premium Bonus: 10 Things Never To Say When Delegating
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