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Real Leaders Hate Managing People

Real Leaders Hate Managing People

Hearing the word “leader”, what first comes to mind is often “managers”. But what about Martin Luther King and Mother Theresa? They were great leaders though they weren’t managers. Both won the respect of millions, both started important social movements, and both are remembered as key influencers.

Real leadership isn’t about managing people actually, it’s about influencing people. And real leaders have these 10 qualities in common:

1. Leaders are here for change

No true leader accepts the status quo. They always seek to improve the system, and they have no problem with challenging long-established routines. Even when change is an uphill battle, a leader is ready to take charge and realize their vision.

Many people aspire to make a change too. While it’s never an easy process and requires more than one person’s power. Teamwork becomes vital. And this is how leaders can help make the whole thing possible.

2. Leaders are always looking at least 5 steps ahead

A leader’s role is to provide direction and guidance to a group of people, even when everyone has different opinions. They need to understand the implications of their decisions, and to keep one eye on the future. This helps them make a reliable roadmap for the future. At the same time, a leader is sufficiently flexible that they can change their plans if required.

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When some team members are planning the second step or the third step, leaders are already foreseeing the fifth step. Such vision helps make sure the direction is right and no efforts of team members would be wasted.

    Photo credit: Source

    3. Leaders never skip their routines, no matter how busy they may be

    A great leader does not seek instant gratification. They know that success is built on a foundation of solid routine and incremental progress. They don’t believe in overnight success. They just make sure their efficiency is high so that they can keep following their routine and would not skip a single one.

    Here at Lifehack, every employee receives half an hour of coaching each week. This is a significant time investment, but it pays off in terms of personal growth and business productivity.

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    4. Leaders’ know their followers’ stories

    Strong leaders take a sincere interest in their followers’ personal lives, aspirations, and motives. This allows them to tap into other people’s deepest desires, and use this to provide motivation and encouragement whenever they start to flag. That’s why I keep private profiles for every team member. This allows me to tailor my approach whenever we interact, and understand what their work means to them as an individual.

    5. Leaders love to empower others

    The best way to motivate someone is to provide them with real control and power over their work and lives. This increases their productivity and sense of belonging as well. As great leaders know who they attracted are really talented people, they have trust in them and would let them make their own decisions. Micromanagement is avoided all the time.

    Google embraces this principle with their “20% Rule.” Employees are encouraged to spend 20% of their working hours on their personal projects, rather than assigned tasks. This provides them with a sense of ownership and personal responsibility.

      Photo credit: Source

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      6. Leaders are talent magnets

      Very few people aspire to work with a narrow-minded, bad-tempered leader. A great leader knows that they will only attract the best people if they exhibit positivity along with their passion and grand vision.

      7. Leaders don’t believe in the existence of failure

      To a good leader, the only true failure is the failure to act. Otherwise, the worst that can happen is that they learn a valuable lesson – and that isn’t actually a bad outcome at all! By this logic, there is no such thing as failure. If an idea doesn’t work out, it just signals a need for a change in direction.

      They know one of the biggest regrets people have is they never try. So be bold to try, and “fail”. It’s always better than sitting there doing nothing.

      8. Leaders aren’t proud of being “busy”

      Being busy is often used as a status symbol in today’s society. However, being busy is not necessarily a sign of productivity. Leaders know this, and are always questioning how they can work more efficiently. They know that time management skills, together with the ability to identify and prioritize important tasks, are vital to success.

      When they find themselves busy, they know something is wrong. They would check if they delegate enough tasks and are focusing on the right things.

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      9. Leaders trust their intuition

      Some people maintain that trusting a hunch or gut instinct is never a good idea, but a true leader knows that, occasionally, it’s a good idea. A classic example is the case of Ray Kroc, the founder and former CEO of McDonald’s. Against the advice of those around him, he borrowed over $2 million to set up his first restaurants. He later explained that he was acting on his “funny-bone instinct.”

        Photo credit: Source

        10. Leaders always keep the concept of leverage in mind

        A leader is always thinking about the positive effects of their actions. They know that both small-scale and large-scale efforts are an opportunity for leverage. For example, a speech at a conference can provide them with a wonderful opportunity to spread their message, so they will invest the time needed to make it memorable. They ensure that they make the best possible use of their assets.

        Aim to be an influencer, and you are more likely to trigger real change.

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        Leon Ho

        Founder & CEO of Lifehack

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        Last Updated on September 17, 2019

        How to Delegate Work Effectively (Step-By-Step Guide)

        How to Delegate Work Effectively (Step-By-Step Guide)

        All managers and leaders must master the art of delegation. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Knowing how to delegate is also essential for an effective leadership.

        To learn how to delegate is to build a cohesive and effective team who can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your wellbeing at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

        In this guide, you will discover what delegation really entails, how it benefits your team, and how to delegate work effectively.

        The Importance of Delegation

        An effective leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis. Effective delegation also promotes productivity within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.[1]

        When you are willing to delegate, you are promoting an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and efficient leader who respects their skills and needs.

        Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and in doing so, maximizing productivity and profit.[2]

        Here’s an example of bad delegation:

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          Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.[3]

          The Fear of Delegating Tasks

          Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:[5]

          • They may resent the idea that someone else may get the credit for a project.
          • They may be willing to delegate in principle but are afraid their team won’t be able to handle an increased degree of responsibility.
          • They may suspect that their staff is already overworked, and feel reluctant to increase their burden.
          • They may suspect that it’s simpler and quicker just to do a task themselves.
          • They dislike the idea of letting go of tasks they enjoy doing.
          • They fear that if they delegate responsibility, their own manager will conclude that they can’t handle their workload.

          Delegation vs Allocation

          Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[6]

          When you allocate a task, you are merely instructing a subordinate to carry out a specific action. You tell them what to do, and they do it–it’s that simple. On the other hand, delegation involves transferring some of your own work to another person. They do not just receive a set of instructions. Rather, they are placed in a role that requires that they make decisions and are held accountable for outcomes.[7]

          How to Delegate Work Effectively (A Step-By-Step Guide)

          So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team and work faster? Here’s a step-by-step guide:

          1. Know When to Delegate

          By understanding how much control you need to maintain over a situation, you can determine the best strategy for empowering workers. There are 7 levels of delegation that offer workers different degrees of responsibility.

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          This brief video explains these levels and offers examples of when it’s appropriate to use each one:

          Delegation occurs along a spectrum. The lowest level of delegation happens when you tell other people what to do. It offers little opportunity for employees to try new approaches. The most empowering form of delegation occurs when you are able to give up most of your control over the project to the employee.

          Knowing how to delegate work helps you understand how to connect people with tasks that make the best use of their talents. When done properly, it ensures that you will get the best end-result.[8]

          When you’re deciding how to delegate work, ask the following questions:

          • Do you have to be in charge of this task, or can someone else pull it off?
          • Does this require your attention to be successful?
          • Will this work help an employee develop their skills?
          • Do you have time to teach someone how to do this job?
          • Do you expect tasks of this nature to recur in the future?

          2. Identify the Best Person for the Job

          You have to pass the torch to the right team member for delegation to work. Your goal is to create a situation in which you, your company, and the employee have a positive experience.

          Think about team members’ skills, willingness to learn, and their working styles and interests. They’ll be able to carry out the work more effectively if they’re capable, coachable, and interested. When possible, give an employee a chance to play to their strengths.

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          Inexperienced workers may need more guidance than seasoned veterans. If you don’t have the time to set the newer employee up for success, it’s not fair to delegate to them.

          You also have to consider how busy your employees are. The last thing you want to do is overwhelm someone by giving them too many responsibilities.

          3. Tell and Sell to Get the Member Buy-In

          After you’ve found the perfect person for the job, you still have to get them to take on the new responsibility. Let them know why you chose them for the job. [9] When you show others that you support their growth, it builds a culture of trust. Employees who see delegated tasks as opportunities are more likely to be invested in the outcome.

          When you’re working with newer employees, express your willingness to provide ongoing support and feedback. For seasoned employees, take their thoughts and experiences into account.

          4. Be Clear and Specific About the Work

          It’s critical to explain to employees why the project is necessary, what you expect of them, and when it’s due.[10] If they know what you expect, they’ll be more likely to deliver.

          By setting clear expectations, you help them plan how to carry out the task. Set up project milestones so that you can check progress without micromanaging. If your employee has trouble meeting a milestone, they still have time to course correct before the final product is due.

          This type of accountability is commonly used in universities. If students only know the due date and basic requirements for completing major research papers, they might put off the work until the eleventh hour. Many programs require students to meet with advisers weekly to get guidance, address structure, and work out kinks in their methods in advance of deadlines. These measures set students up to succeed while giving them the space to produce great work.

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          5. Support Your Employees

          To see the best possible outcomes of delegating, your subordinates need resources and support from you. Connect them with training and materials to develop skillsets they don’t already have.[11] It may take more time up front to make resources available, but you’ll save time by having the work done correctly. For recurring tasks, this training pays off repeatedly.

          Sometimes employees need a help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegation. This is also a good way to monitor the delegated tasks as a leader. While you can keep track of the progress of the tasks, you are not micro-managing the employees.

          Throughout the project, periodically ask your employees if they need support or clarification. Make it clear that you trust them to do the work, and you want to create a space for them to ask questions and offer feedback. This feedback will help you refine the way you delegate work.

          6. Show Your Appreciation

          During periodic check-ins, recognize any wins that you’ve seen on the project so far. Acknowledge that your employees are making progress toward the objective. The Progress Principle lays out how important it is to celebrate small wins to keep employees motivated.[12] Workers will be more effective and dedicated if they know that you notice their efforts.

          Recognizing employees when they do well helps them understand the quality of work you expect. It makes them more likely to want to work with you again on future projects.

          Bottom Line

          Now that you know exactly what delegation means and the techniques to delegate work efficiently, you are in a great position to streamline your tasks and drive productivity in your team.

          To delegate is to grant autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team.

          Delegation might seem complicated or scary, but it gets much easier with time. Start small by delegating a couple of decisions to members of your team over the next week or two.

          More About Delegation

          Featured photo credit: Freepik via freepik.com

          Reference

          [1] BOS Staffing: 5 Benefits Of Delegation – Empower Your Team
          [2] Brian Tracy International: How to Delegate The Right Tasks To The Right People: Effective Management Skills For Leadership Success
          [3] MindTools: Successful Delegation: Using The Power Of Other People’s Help
          [4] Fast Company: The Three Most Common Fears About Delegation: Debunked
          [5] Leadership Skills Training: Delegation
          [6] Abhinav Jain: Delegation of work vs Allocation of work
          [7] Anthony Donovan: Management Training: Delegating Effectively
          [8] Management 3.0: Practice: Delegation Board
          [9] Focus: The Creativity and Productivity Blog: A Guide to Delegating Tasks Effectively
          [10] Inc.: 6 Ways to Delegate More Effectively
          [11] The Muse: The 10 Rules of Successful Delegation
          [12] Teresa Amabile and Steven Kramer: The Progress Principle

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