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Coach Yourself to Success in 5 Steps

Coach Yourself to Success in 5 Steps

Achieving success can be one of the best feelings in the world. There are tangible benefits of success such as promotions or awards, but also less obvious ones like the opportunity to grow, to stretch ourselves, and to learn. The more ambitious we are with our goals and dreams (be it running a marathon or starting our own business) the more help we need to reach them.

Professional coaches are one useful resource. They may be experts in the area of the goal we’re pursuing, like a running coach or an executive coach, or they may just be an experienced sounding board to give a different lens on our problem.

But in order to establish patterns of success and consistently achieve our goals, it’s helpful (and more convenient, and cheaper!) to adopt some self-coaching behaviours. (No, this doesn’t have to involve talking to ourselves – but it can.)

I believe it’s possible to get 80% there with 20% of the effort. To start: develop a success habit by asking yourself these questions at least once a month (or better yet, every week). Carve out an hour to sit, reflect, and write. You’ll not only achieve your goals for success faster than ever before, you’ll grow and learn while you’re doing it.

They key questions to ask yourself are…

1. What do I want to achieve?

“Happiness lies in the joy of achievement and the thrill of creative effort.” – Franklin D. Roosevelt

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This is the foundation of everything that follows. Numerous studies find that people who set goals are most successful in the long term. The brilliant thing is that you don’t have to work out all the steps to get there – at least not yet. Just identify what it is you’d like to do, and intend to do it. For instance: I want to become a successful blogger. (Bonus points if you put a date to it – eg ‘by December 31, 2014’ or ‘by end of day Tuesday’).

If you’re new to setting goals, come up with three then pick the one that feels most meaningful for you right now. Focus on this for the rest of the exercise.

See? That was easy.

Next…

2. What does success look and feel like? How will I know when I’m there?

“Visualize this thing that you want, see it, feel it, believe in it. Make your mental blue print, and begin to build.” – Robert Collier

This is where the magic starts – this is part of the ‘secret sauce’, the stuff we so often skip over because we underestimate how powerful it is.

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Close your eyes and visualize what ‘success’ really looks like. For instance, being a successful blogger means different things to different people. How will you know you’ve reached YOUR version of this goal? It could be that you will have achieved success when you have written 5 blog posts with 10,000 views each. Or when you get so many guest post requests you’re turning them away. Or when your blog generates $1000 per month in revenues. Whatever success means, paint a detailed picture in your mind, then write down the key elements. Otherwise you won’t know when you’ve achieved it, and you won’t be able to assess as easily if things have gone off the rails.

Now that you know where you want to go and what it will look and feel like to be there, put your brain to work immediately to determine…

3. What is the first step towards this success?

“Success seems to be connected with action. Successful people keep moving. They make mistakes, but they don’t quit.” – Conrad Hilton

Ask yourself: what’s the next step I need to take to make this happen? By when will I commit to doing this?

You may be thinking, “I don’t know how to become an uber-blogger!” The great thing is that you don’t need to know the entire path to your goal – just one step at a time. If you can map out the entire journey, great. But if not, ask “what is one action item I can take that would bring me closer to this goal?” It could be as simple as compiling your favourite blog posts and authors and assessing what it is that makes you want to read them. Or, it could be signing up for WordPress to get your own domain and blog site. Once you’ve got an idea of the next steps, get moving. Do yourself a favour and follow through on this commitment to yourself, the way you would follow through on a commitment to someone else.

But what if I can’t figure out the next step? That’s ok. There are some great hacks for overcoming resistance. Try…

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  • Talking with someone who’s already achieved the goal you set. Ask them what might be a next step.
  • Closing your eyes and picturing a future you who’s already achieved this goal. Ask this version of you ‘what would be my next step?’

Once you know what your next step will be, decide…

4. What barriers will I have to overcome to accomplish this step with success?

“Success is to be measured not so much by the position that one has reached in life as by the obstacles which he has overcome.” – Booker T. Washington

This is the ‘troubleshooting’ step. Undoubtedly something (or many somethings!) will come up that will get in the way of your goal. Some may not be foreseeable, but most will be. By anticipating these roadblocks upfront you can ensure you stay on track and train your brain to anticipate and problem solve. Working out these muscles will pay dividends in every aspect of your life.

A common problem: you may run out of time. Or (reverting to the blog example), you may decide that the first step is to write a post for a friend’s blog and he/she gives some extensive feedback on your writing. Anticipate the most likely barriers and visualize NOW how you will overcome each. So IF your friend sends back significant edits to your post, you’ve built in a buffer of an extra day to revise and resubmit.

Bulletproof your timelines and action plans to ensure you can leap over most hurdles that stand between you and success.

Once you’ve completed your step, ask yourself…

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5. What can I learn from this experience?

“I’ve failed over and over again in my life – and that is why I succeed.” – Michael Jordan

High achievers across sports, business, entertainment, and government share this one behaviour: they will reflect thoughtfully and detachedly on their performance and outcomes. Once you’ve achieved your step/goal, reflect and see what can be learned from your work. Some subquestions could be:

  • Did you get to the outcome you envisioned?
  • Were there challenges you didn’t expect?
  • What factors helped you?
  • Would you do anything differently if you had a ‘do over’?

Research has shown that our brains don’t actually need to ‘do’ something in order to learn – rehearsing behaviour patterns, or reflecting can be as powerful as if we’d actually had more practice, or been given the real-life opportunity for a do over.

By reflecting deliberately and learning from every situation, your can accelerate your personal and professional growth. The key for getting the most out of this is staying objective. To learn the most you need to examine from every angle with a scientist’s lens. Getting hung up on emotions or baggage will hinder your learning.

Finally, recognize that setbacks happen all the time. They’re part of life and the learning process. But the most successful people are able to ‘fail forward’, or fail in such a way that they gain valuable insight that will make them more successful next time. Being your own coach means cheering yourself on, holding yourself accountable, and sometimes, dusting yourself off! But by using this process you can set yourself up for a virtuous cycle of successes and train your brain to achieve – so that success truly does become the norm.

Featured photo credit: Paxon Woebler via flickr.com

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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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