Tips for Ensuring Task Completion

When I was first starting out, I tried to do everything myself. I'm talking cleaning toilets and sweeping the floors, in addition to all the writing, filming, editing, production work, etc. I definitely learned the hard lesson that it's crucial to delegate. Here are my tips. ⬇️ 👉Clearly define the tasks or projects you're delegating, including expected outcomes and deadlines. 👉Match tasks to the strengths and skills of your team members. 👉Equip your team with the necessary resources, tools, and information they'll need. 👉Schedule regular check-ins to monitor progress, offer guidance, and address any concerns. 👉Create an environment where everyone feels comfortable asking questions or asking for help. 👉Offer constructive feedback. 👉Encourage skill development by assigning tasks that challenge and stretch their capabilities. 👉Allow for flexibility and be open to suggestions from others. The main thing to remember is that you're a TEAM. You need everyone's skills, expertise, and insights for a positive, collaborative, creative work environment.

How a daily meeting ensures successful delegation to your executive assistant. In over a decade of working with executive assistants, I’ve learned that a daily meeting with my assistant isn't just a suggestion; it's a necessity for success. 🔑 Foundation for Success: A daily meeting, five times a week, is the cornerstone for efficient collaboration. Skipping this crucial interaction sets both you and your assistant up for failure. 🗓️ Time-Sensitive: I start by asking my assistant if there are any time-sensitive matters on my calendar. Doing this consistently ensures that there will be less urgent matters to deal with. 🔍 Stuck Points: Next I ask about anything that the assistant is stuck on. This ensures that she doesn't remain stuck on any task for more than 24 hours and keeps the workflow momentum. 📧 Reserved for CEO: Since there will always be tasks that can not be delegated and must be done by me, we discuss that next and keep them to a minimum. 👥 Feedback Loop: I encourage my assistant to proactively ask about and suggest tasks for delegation, which can be taken off my plate. 📆 Foreseeing Changes: This is also the time that I inform my assistant of any potential changes that may come up that day like travel or a long meeting to ensure adaptability. 🕒 Meeting Duration: The meeting typically lasts 20 to 30 minutes and serves as the launchpad for a productive day. 📝 Responsibility: It's my assistant's responsibility to ensure this crucial meeting happens daily as I may override it for a business opportunity. Consistency is the linchpin here. Neglecting the daily meeting jeopardizes the entire workflow. Even the busiest individuals must honor the commitment to a daily meeting for successful delegation. Stay tuned for more on creating a playbook for your executive assistant. Follow #CiderConsulting for insightful content on systems, software, and business. #Software #Technology

One of the hardest things I see for new people leaders is learning how to exercise healthy delegation. I was meeting with a group of new(ish) leaders earlier this week and i noticed three of the same, common themes that I consistently hear: 🛑 Fear of delegation due to unhealthy examples early in their careers (offloading) 🛑 Highly-competent individuals not wanting to “lose their edge” in their areas of expertise 🛑Wanting to “protect” their team members and not give them too much work. Here’s the deal: Delegation done well is the best way to replicate yourself as a leader and grow your bench. But, you have to do it the right way: 1️⃣ Ask if they want the ball…then give them CLEAR EXPECTATIONS of the outcome needed. And, be explicit as to which level of delegation this is. 2️⃣ EMPOWER them to own that outcome by setting boundaries, creating regular check-ins, and giving them the right resources. 3️⃣ If their first time owning something, watch for early warning signs of floundering and step in to COACH them. Don’t take back control, just coach. 4️⃣ CELEBRATE them once they’ve achieved the outcome you gave them. Dont tell them all the things you would have done differently, just take a moment to encourage! 5️⃣ Finally, GIVE FEEDBACK on how they did. Ask them what they would do differently in the future, what they learned, and offer some input from you perspective. Don’t rob your team members from the experience and learnings that come with owning something—give them a chance and coach them through it the same way someone took a chance on you! #delegation #leadership #itleaders #leadwrshiptraining

Juggling too many tasks? Pass some to your team with these delegation tips. Every day, leaders face endless obligations. The key to managing them all? Delegation. It's not just about offloading work. It's about empowering your team. Effective delegation looks like this: 1. Identify Delegate-able Tasks Look at your to-do list. What can others handle? Choose tasks that help them grow. 2. Match Tasks to Strengths Assign tasks based on your team's skills and interests. It boosts their confidence and productivity. 3. Set Clear Expectations Explain what success looks like. Give enough detail so they understand the goal. 4. Empower Decision-Making Let them make choices. It builds their skills and your trust in them. 5. Decide How You'll Communicate Choose the best way to stay in touch. Clear, consistent communication keeps you all on track. 6. Provide Resources and Support Ensure they have what they need to succeed. Be there to guide, not micromanage. 7. Feedback is Key Offer constructive feedback. Celebrate successes and learn from mistakes together. Delegating well isn't just about clearing your plate. It's also about building a stronger team. When you delegate, you're not just handing off tasks. You're creating opportunities for growth. For you and for your team. Remember... Success as a leader isn't judged by how much you do. It's measured by what your team accomplishes. Delegate wisely, grow together. 🚀 __________ If you found this helpful, repost to share with your network ♻️. Thanks! And follow Nihar Chhaya, MBA, MCC for more leadership tips.

As a new manager, I initially struggled with delegating tasks. I often ended up doing tasks that my team could have done better. Managing people was a skill I had to learn on the job. At first, I hesitated to delegate because I didn't want to seem out of control. But I came to understand that when leaders don't delegate, it stifles the team's growth and morale. Over time, I realized that delegating is a key part of effective leadership. Delegation is all about moving from a hands-on manager to an inspiring leader. When you delegate effectively, it lets you step back, see the bigger picture, and focus on long-term strategy. Delegation is also a powerful way to build a stronger, more capable team. When you give your team members meaningful responsibilities, it helps them develop skills, increase their confidence, and take ownership of their work. And the benefits don't stop there. Studies show that companies with leaders who delegate effectively experience faster growth and higher employee retention. Mastering delegation transforms you from a manager who simply assigns tasks to a leader who motivates and guides. Here are a few tips on how to master the art of delegation: 🔭 Embrace the balcony view: Step back from the daily grind and focus on long-term vision and strategy. ✅ Match tasks to skills and strengths: Pick tasks that fit your team's skills. Don't just give away tasks you don't like. 🙌 Empower, not micromanage: Set goals and offer help, but let them do their job without micromanaging. 🛠️ Give team members what they need: Make sure your team has the tools and information to do the job. 💭 Let them decide how: Trust your team to figure out the best way to do the task. 💡 Share the "why": Explain how the task fits the big picture and why it matters. 📅 Check-in sometimes: Have quick meetings to see how things are going and offer help if needed. 🎉 Celebrate successes: Recognize achievements and celebrate when your team does a good job with the tasks you've given them. 📢 Provide feedback and guidance: Be open to questions and offer constructive support. What have you found most effective in delegating tasks? I'd love to hear your delegation strategies for empowering your team. * * * 🌟 Found this useful? Please share it with your network 🔁 and follow me, Mukhtar M. Ibrahim, for more content like this. Join the community. Thanks for your support!

“I’m not micromanaging, I’m being intentional.” I had a boss who used to say this all the time when the team confronted their micromanaging behavior. I remember looking up the definition of “intentional” to see how it was actually defined by Merriam-Webster because so many of us felt stifled, controlled, and resentful. Intentional leaders can help us maintain a positive mindset, reach goals, experience more clarity, and be more present. They can also increase our focus and commitment and bring more purpose and meaning to our lives. The transition from micromanaging to being intentional involves trust-building, delegation, and encouraging autonomy while maintaining accountability. Here are ways leaders can stop micromanaging: 1. Foster Trust and Autonomy ➡ Encourage employees to take ownership of their tasks and decisions. This empowerment builds their confidence and demonstrates trust in their abilities. ➡ Clearly communicate the outcomes you expect but allow employees to determine how they achieve these results. This approach gives them the freedom to use their skills and creativity. 2. Improve Communication ➡ Offer feedback that focuses on improvement and learning, rather than criticism. This helps in building a supportive environment that values growth. ➡ Create channels for two-way communication, where employees feel comfortable sharing ideas and concerns. This openness can lead to more collaborative problem-solving and innovation. 3. Delegate Effectively ➡ Delegate tasks based on employees’ strengths and areas for growth. This not only ensures task suitability but also aids in their professional development. ➡ Implement a system of regular check-ins rather than constant oversight. This approach balances accountability with autonomy, allowing leaders to monitor progress without overbearing supervision. 5. Cultivate a Positive Company Culture ➡ Encourage teamwork and peer support, fostering a culture where employees can rely on one another, reducing the dependency on constant supervision. ➡ Acknowledge individual and team achievements openly. Recognition reinforces positive behaviors and outcomes, motivating employees and reinforcing trust. 6. Self-Reflection and Seeking Feedback ➡ Regularly assess your management approach and be open to change. Self-awareness is key to understanding the impact of your actions on your team. ➡ Invite feedback from your team about your leadership style and their work environment. This can provide valuable insights into how you can support them better without micromanaging. By implementing these strategies, leaders can create an environment that values independence, fosters professional growth, and builds a strong foundation of trust and respect. Transitioning away from micromanagement to intentional leadership not only enhances employee satisfaction and engagement but also drives innovation and success for the organization. #leadership #micromanaging Happy Friday, friends! ❤️

In the last decade of building Quadrant Technologies, we went from a small team to 2000+ members. It’s been a great ride, but one of the biggest challenges we’ve faced has been ⤵ DELEGATION To be more precise - how to delegate the right way. After conversing with fellow entrepreneurs and mentors, I realized I am not alone. This is something that almost every entrepreneur battles with. 👉 What’s the solution? Over the years, I found a framework immensely successful. We utilize it actively at Quadrant Technologies. Jenny Blake, a career and business strategist & author of the book PIVOT: The Only Move That Matters Is Your Next One, suggested this 6T delegation framework. Here’s my favourite 6T framework : 1️⃣ TERRIBLE AT: Know your weaknesses and delegate them. You can’t be perfect at every task, and you don’t need to be. Instead, knowing what you are not good at is your strength because now you know what to delegate. 2️⃣ TINY: Small, insignificant tasks that don’t need your attention add up to your to-do list & make you feel overwhelmed. Delegate them sooner. 3️⃣ TEDIOUS: Tasks that are not the best use of your time. As a business owner, your time is precious. Invest it in doing the tasks that move your business forward, and everything else can be done by someone else. 4️⃣ TIME-SENSITIVE: Tasks that need your urgent attention but distract you from the bigger goal. These tasks compete with your priorities. Choose your priority tasks & delegate these time-sensitive tasks. 5️⃣ TEACHABLE: List the tasks that can free up your to-do list if taught. Train your team members & delegate. Once your team is trained, they can always handle that work, saving you time. 6️⃣ TIME-CONSUMING: Delegate the tasks that consume a lot of your time but don’t yield big results. Follow the 80/20 rule here. Delegate the tasks that consume 80% of your time & are only 20% effective. Focus on the tasks that take 20% of your time but give 80% of the results. --------------------- Delegation is a skill that’s learned over time. This is one of the frameworks that helped us immensely in delegating work effectively. What has been your go-to delegation framework/tips? I would love to hear your perspective in the comments. #delegation #leadership

Steve Jobs, Richard Branson, Warren Buffet, and Teddy Roosevelt all credit their massive success to one thing: delegation. 4 simple steps to 10x your productivity by mastering the art of delegation: I used to be a control freak and perfectionist. I thought I had to do everything myself. But here's the thing: we all have the same 24 hours in a day. No matter how hard you work, there's a limit. That's when I realized, to scale my company, I had to master delegation. It was a tough pill to swallow. Letting go and blindly trusting my team felt like jumping off a cliff. But it was also liberating. And now, it's 10xd my productivity. Follow these 4 steps to get a leg up on it: 1. Identify tasks to delegate It started with a simple list of my responsibilities. After a week, patterns emerged. Repetitive, rote, rule-based tasks were perfect for delegation. The relief I felt just by identifying these was incredible. Time freed up. 2. Select the right people You must get the right people in the right seats. Match delegated tasks to team members with relevant: • Experience • Bandwidth • Interests That last point is worth reiterating. A scientific study by Rong Su found that people who are naturally interested in their work are more motivated to solve challenging problems and stick with their roles longer. It’s common sense, and science backs it. 3. Set clear expectations Brené Brown said it best: “Clear is kind. Unclear is unkind.” My firm lays out specific deadlines, requirements, and communication channels for maximum clarity. This removes friction and confusion, making the process smoother across the board. 4. Trust your team (and verify) Micromanagement signals a lack of trust. Nobody likes a nitpicker. Let good people take the wheel. Initially, I checked in frequently, but over time, I used: • KPIs • Peer reviews To gauge the process. If they fall short, that’s where constructive feedback comes in. Start small, be available for guidance, and slowly scale delegation. That’s how you multiply your influence. The end goal is to build a team that will thrive without you. Ask yourself: • Are there responsibilities you can start delegating today? • Who on my team is ready for more challenges? Once you have clear answers to those questions, TAKE ACTION! Follow me @evannierman for more deep dives.