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Last Updated on May 3, 2019

Stuck in a Rut? Find the Hidden Opportunity

Stuck in a Rut? Find the Hidden Opportunity

When was the last time you felt stuck in a situation, where you didn’t know how to get out of it, and almost felt hopeless?

It may have been a personal relationship that wasn’t going well, a job that you weren’t happy in, or life in general not giving you the sense of fulfillment that you’d like…

Often, when we’re faced with a setback, it’s easy for us to look only on the negatives and dwell on the bad. Everything suddenly seems bleak and it’s hard to see that silver lining.

But, here’s what separates the successful from the average… they are always able to recognize and dig deep within these setbacks, to find hidden opportunities–opportunities can allow them to get back on their feet, and out of their rut.

So how do they do that?

They start by looking at the positives.

First, Focus on the Positive

No matter the situation, positive thinking has been related to so many healthy benefits like increased life span, lower rates of depression, better psychological and physical well-being, and better coping skills during hardships.

We need to accept that suffering is a part of life; it’s inevitable! But, how you decide to come out from each moment of suffering determines the rest of your life journey. So, it’s important to train your brain to find opportunities over limitations.

These obstacles that you face can be turning points for break throughs no matter what role you’re in – a stay home mom, a retiree, a working professional, etc. So if you’re currently feeling somewhat stuck in a certain aspect of your life, why not find one or two positive thoughts that you can think of from that situation?

The Beauty of a Blocker

Another reason why it’s so important to look for the positives in something bad, is because it helps you to shift your mindset towards seeing negatives as something good. This is otherwise known as ‘Post-traumatic growth’, and happens when a person experiences positive changes resulting from a major life crisis.

According to research by psychologists Richard Tedeschi and Lawrence Calhoun, post-traumatic growth goes beyond resilience; by actively searching for the good in something terrible, a person can use adversity as a catalyst for advancing to a higher level of psychological functioning.[1]

Finding the beauty in something bad encourages personal strength and boosts self confidence. Once you overcome past challenges, you feel empowered, and you’re more likely to feel confident in taking charge of future challenges.

Besides being a part of life, setbacks also shift our perspective and help us to recognize the good things in life, allowing us to see the value of not suffering, and increases our empathy. This allows us to see the importance of making the most of our lives.

We can also empathize better with those who have also endured hardship, giving us the distinct advantage of seeing circumstances from a new and different perspective, which is ultimately the root of creativity.

Whether bonding on a deeper level with friends and family or feeling connected to strangers who have gone through similar difficulties, suffering can bring people closer together. Social support is especially important for healing; discussing and processing hardships with other people assists with meaning-making.

What’s Stopping You Should Be Your Main Focus (For Now)

Now that you’ve seen the importance of looking at the positives in a bad situation, let’s go back to your current obstacle, whatever it may be. Use this instance as your main opportunity, and not a setback.

This will help you see what to focus on first before tackling other aspects of your goals. I’ll share an example:

My friend Sarah was recently given a new job opportunity. Sarah was given a golden opportunity to take up a leadership position at a new regional office in Seoul (S. Korea), but one of the key job requirements is to facilitate communication between local partners.

So even though Sarah’s got over 10 years of experience in her field, has a strong set of skills that fits the job and is the leading candidate by a large margin, Sarah doesn’t speak Korean. Which means Sarah faces a pretty significant obstacle with the language difference, as her promotion is conditional given she can prove that she’s able to fulfill the job role despite her limitations.

Instead of focusing on the negative aspect of this job offer, Sarah chose to turn this setback into an opportunity – an opportunity to prove beyond doubt that she’s the person for this role by gaining working fluency in the Korean language.

Despite knowing that a large part of her job involves constant interaction with local partners, Sarah is still confident that she has what it takes, and believes that her little understanding of Korean will not get in the way.

So, what did Sarah do to conquer her obstacle?

She started off by hiring an assistant who was able to converse in fluent Korean, so that the assistant could act as her translator for the first few months while Sarah was learning the Korean language.

She also dedicated 1 hour each night to working with a Korean language tutor, and 1 hour each weekend to watching Korean dramas.

Six months later, Sarah is able to speak simple conversational Korean with her colleagues, and she can even hold meetings in Korean with little help from her assistant. Of course, there was a lot of goal setting and focus put in by Sarah in order for her to achieve this accomplishment. But the key is that she didn’t let her initial obstacle of not being able to speak Korean get in the way of an amazing career progression.

Focus is the way in which you deliberately target your energy to push progress in something you care about. In this case, Sarah found her focus in wanting to excel in her career.

Because of this, she was able to visualize and set focus objectives that she could work on to reach her goal of speaking Korean to excel in her job.

So, once you get past your blocker and find your focus, you’ll be well prepared to start checking off other tasks to get you closer to your goal. This is how an obstacle can become a hidden opportunity!

Get Moving to Get Unstuck

In order to get unstuck, you have to move. You have to do something that can allow yourself to come out of the rut, and that’s why you need to create a new goal that can give you focus and motivation to make progress again.

In Sarah’s case, she could have stayed stuck in her current job, without taking on the new opportunity if she let the obstacle of not being able to speak Korean get the better of her.

Don’t let your limitations keep you constrained inside a loop as they keep you stuck facing the same problems, having the same choices, and taking the same actions over and over, and over again. Start by getting the right focus.

Try using these guiding statements to help you get moving, and finding your hidden opportunity:

  1. I’m limited by… (obstacle/constraint) because… (why it’s a limitation)
  2. It stops me from…(the thing you want to do)

Once you’ve identified your limitation, you can work on finding the turning point and really assess the possibilities. A turning point is a key obstacle that, if overcome, would open new opportunities that weren’t available before. 

So use the statement:
If only i could… (achievement) then I’d be able to… (the new possibility).

And, with that, you can create your opportunity statement:
I have an opportunity to… (new possibility) by… (the achievement).

Once you’ve found your hidden opportunity, it’s time to get started on pursuing your new goals, and having the right kind of motivation is key to sustaining this progress, in particular, Intrinsic MotivationIntrinsic Motivation involves engaging in a behavior because it is personally rewarding.

In this case, you’re now doing something for your own sake rather than the desire for some external reward or factor. You’ll be more likely to carry through with your goals as a result of that!

Featured photo credit: Adi Goldstein via unsplash.com

Reference

[1] Richard Tedeschi and Lawrence Calhoun: Post-traumatic growth: conceptual foundations and empirical evidence

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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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