Is it Time to Let Go?

Delegate with Confidence

Delegate? The very word might make you think, “I am the only one who can do this,” or “Someone might steal from me if I stop doing the books,” or “There is no way I could train someone to take over this client.” If delegating brings up this voice in your head, read on: There are ways to minimize the risk.

The first step in delegating is to clearly define the workflow process for a selected function. Next, identify checkpoints where you need to be involved in the process. Third, determine the best resource for the job. Is there someone on your staff who can do it? Can you outsource the task? Can you justify hiring a new employee to take on the responsibilities? Keep in mind that it may make sense to break up your responsibilities by delegating them to multiple persons. Your goal isn’t to create a clone of yourself—it’s to assign tasks to the most qualified and efficient resources.

Once you have made the decision, clearly communicate the process and expectations to the designated person or persons. Monitor the process, but don’t micromanage it. Letting go means you have to trust your staff to perform the work. Don’t panic if there is a breakdown in the process. Work with your team to understand the root cause of the breakdown. Take the necessary steps to prevent it in the future.

Letting go will position your firm for future growth. It will allow you to increase your organizational capabilities, make the firm less dependent on you, and develop your skills as a leader. You might even be able to take a long-awaited vacation with complete confidence.

By Wendy Kram, host and founder of EntrespectSM, an online podcast for entrepreneurs. She is also the president of Edgestone Consulting, Inc.