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10 Questions Happy and Successful People Always Ask Themselves (That Make A Huge Difference)

10 Questions Happy and Successful People Always Ask Themselves (That Make A Huge Difference)

It is easy to look at people who succeed in life and think they must be super lucky. But, more often than not, success has nothing to do with luck. Success is about taking little, deliberate actions-steps day by day, over and over for as long as it takes to reach your goals. If you want to succeed in life and become the A+ student of life you ought to be, you need to start asking yourself enough of the right questions.

Asking the right questions helps you determine if you are headed in the right direction and shaping your life for true happiness. Successful people do it all the time and it helps them make the right decisions and take the right actions that bring desired outcomes. Here are some thought provoking questions you should start asking yourself more often to better understand and adjust your life for a bright and happy life.

1. What’s going well in my life today? Any wins (major or minor) this week?

This is a great place to start because it allows you to be grateful for the positives in your life. A positive energy means you are optimistic and optimism fuels your hunger for more positivity and success in life. Be grateful everyday for everything, including the small things that get overlooked because they seem not related to your ultimate goal in life. At the very least be grateful for good health and good friends.

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2. What challenges am I currently facing? Where am I stuck?

Life is not smooth sailing all the time. You will face challenges and get stuck somewhere along the way. Ask yourself where you are stuck and what you have to overcome daily to define the problem and start the process of getting unstuck. The first step for getting a solution to most things in life is often as simple as admitting you have a problem and then thinking about the best approach to overcome the problem.

3. What am I doing right now to improve things? Truly, Am I doing the best I can?

It is critical that you do your best to succeed and improve your life situation. Nothing is quite as satisfying as merited success. If success is not merited, it is not as sweet. Ask yourself if you are really putting in the effort to merit success. This includes investing your time, energy and resources to realize your dreams and visions for the future.

4. Am I further along on my goal(s) and dream(s) today than yesterday?

Only when you make small, steady steps forward day by day can you make progress and reach your dream. If you don’t take stock of your day to day activities, you are likely to lose sight of your ultimate goal and fall by the wayside. Ask yourself this question often and it will help keep you focused and edging closer and closer to your dream.

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5. Am I adding value in other people’s lives?

Our happiness and success is usually tied to that of the people around us, including our family, friends, clients, neighbors and community as a whole. When you add value in another person’s life, you achieve a deep sense of satisfaction and pride in yourself and it always brings good fortune. Ask this question in your daily life and find ways to genuinely add value in other people’s lives and you will never regret it. You will only set yourself up for success and true happiness in life.

6. Where should I break the rules?

Rules can stifle creativity and chock innovation. Sometimes you need to break free from the shackles of rules and regulations, stretch your wings and fly with the wind. Ask yourself which rules you should break on a regular basis to stay in sync with your inner creativity and moral compass. That can make the difference between perpetuating the status quo and charting the way to new, big and wonderful accomplishments in life.

7. Based on my daily routines, where can I expect to be in five years?

Your daily routine determines how fast you can reach your goals and dreams. It is a secret ingredient for success. If you find you are stuck in the same place for too long, then it’s time to evaluate you daily routines and change a few things to achieve better results. Experiment different ways of doing things until you find what works for you and stick with it.

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8. What is the worst that can happen?

Fear can paralyze even the best of us. That includes fear of the unknown, fear of failure and fear of achieving more than you thought possible. However, in every situation, ask yourself what’s the worst that can happen and prepare for it. Remain hopeful always knowing that while it is important to plan and prepare for the worst, the worst that can happen rarely does.

9. How have past failures and or rejections affected my self-confidence?

You will inevitably face knock-backs, failures and rejections in life. While some people doubt themselves and break under the weight of failure and rejection, others thrive on it. You must be the latter. Failure is only an opportunity to do things better next time. Ask yourself this question routinely to learn from your mistakes and develop character and courage to face your detractors with boldness; and also, to recover from bruised confidences. That is how to get ahead in life.

10. Are the people around me helping or hurting me?

You’ve heard it said many times before that you are the average of the five people you keep around you. That is a true assessment. Ask yourself if the people around you encourage and support you to be the best you can be or put you down. If they discourage and bring you down, remove them from your life immediately. You are better off alone than surrounded by people who hurt and bring you down.

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Featured photo credit: I .. C .. U via flickr.com

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David K. William

David is a publisher and entrepreneur who tries to help professionals grow their business and careers, and gives advice for entrepreneurs.

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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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