Are you interested in this blog about delegating and letting go? Congratulations! That means you are most likely already doing a lot of work. Delegating and letting go of tasks seems easy, but people who have experience with this often know that it can be a difficult process. Still, it can ultimately pay you a lot of dividends to share responsibilities and outsource work. Not only in time, but also in energy and growth. I like to share my 8 tips so you can learn to delegate and let go like a pro! 

What tasks can I delegate?

There is no universal answer here. Every company and every leader needs to delegate and let go of other tasks. My advice is to map and document all your processes. In doing so, clearly note which tasks cost you energy and which ones give you energy. This way you will quickly gain insight into the tasks that are better left to someone else.

Do you find it difficult to figure out what is better to divest yourself of? Often it's the tasks that: 

• Beyond your expertise lie
• Holding back your growth or success 
• Being instructive to another

What is effective delegation?

The goal of delegation is to free up your time. Don't fall into the trap of then picking up new executive work, but make time and space in your calendar for agenda items that only you can pick up. Often this means freeing up time for what is known as a helicopter view. You are working on your business, not for your business. In short: you have to make sure you get to your core tasks. In practice, that is often running a growing business and finding new clients. 

Effective delegation is also letting go. Checking and monitoring everything has two disadvantages. On the one hand, it often costs you as much time as when you do something yourself and, on the other hand, it demotivates your employees or freelancers with whom you work. Research shows that employees are more motivated and do better work when they feel the trust of their manager or boss. In addition, you also give them the opportunity to develop.

Four forms of leadership

You've probably noticed it in the workplace. One leader is not the other. According to Ken Blanchard, an American businessman, trainer and author on management and leadership, leadership can be reduced to four forms. These are directing, coaching, supporting and delegating. I recommend his books For those interested in learning more about the other three styles. 
Among these four forms are two types of basic leadership behaviors; viz. steering behaviour and supportive behaviour. Directing behaviors include structuring, controlling and supervising. Praising, listening and facilitating belong to supportive behaviors.

What is delegated leadership?

With delegating leadership comes supportive leadership. That means you support staff in their work. For example, you listen to their ideas and connect them to the right people. Encouragement is also an important part of delegating leadership. That's how you give employees (self)confidence and get them motivated. When your leadership style is delegating, you help employees find their own solutions and encourage them to stay curious. You are always ready to answer any questions, inspire them and motivate them to take risks. 

Which employees fit delegating leadership?

Does delegate leadership style appeal to you? Then it is important that you look for employees who fit this style well. Often these are people who are committed and motivated as well as competent. They are employees who are willing and able to work hard, willingly and independently.

Want concrete tips at outsource tasks? I share 8 with you;

1. Allow mistakes from your staff. By making mistakes you learn, so does your team. 
2. Don't expect your employees to be on your level right away.
3. Start by outsourcing small tasks. This is instructive for both you and the other person. You will gain more and more confidence in letting go and the other person in picking up the tasks.
4. Don't take the task back when it is not good. That demotivates your staff and makes them insecure. In addition, it costs you extra time.
5. Give the person authority, too. That way you won't be interrupted for every little thing and your employee can work efficiently. 
6. Explain what end result you expect and take the time to discuss it thoroughly. 
7. Don't tell your staff step by step what to do, only share the end result you expect. As a result, employees show initiative and become more creative. In addition, increased responsibility ultimately increases motivation and loyalty. 
8. Make sure all employees know what you are delegating to whom. That way they won't bother you with little questions about the project in question.