Here's how you can tackle resistance to delegation from team members.

Get to know them as a person, would be the 1st step. Find out what makes them tick, what they like, dislike, how they feel at work, what lights them up, their strengths etc. Resistance is usually due a perceived threat.

Address resistance to delegation by fostering open communication and transparency with your team. Clearly articulate the benefits of delegation, such as skill development and workload balance. Encourage team members to express their concerns and offer support in overcoming challenges. Provide training and resources to build confidence in delegated tasks, and recognize and celebrate successful delegation efforts to reinforce positive behavior.

Along with clarifying their roles, its always important for them to recognize/verbalize that they are needed, and that one of the reasons why their are needed is because of their unique perspective and approach to how they will fulfill their role. Make sure that they know that you want them there, and that you want them there to be themselves.

Overcome resistance to delegation by involving team members in the decision-making process and highlighting the importance of shared responsibility. Create a supportive environment where team members feel empowered to voice their concerns and offer feedback. Offer training and development opportunities to build the skills necessary for successful delegation, and provide ongoing support and encouragement as team members take on new tasks.

I really like to talk to my team individually and understand their goals, likes, and best skills. Once you know that information you can have great discussions around work you need to delegate, how it would help them grow and develop and what it will do for them as an employee. I like for each person to have a say as to what they are working on and how they can help. If they don't like a task that I need them to do, I talk to them about the why the task has to be done and how much I need their help and why that person would do it so well. Once you gain their buy in, its a much easier conversation.

I offer support throughout the process and let them know how much I appreciate all their time and efforts. Also recognizing them for taking on tasks they might not have wanted or enjoy. Letting them know how much you appreciate them and that you recognize that they are stepping up to really help the team goes a long way. Also recognizing parts of the project that might be more difficult or less fun and offering suggestions or help to make the process better goes a long way.

I recognize them along the way and then after the task or project is completed, I would definitely call out the great work and how much effort they put into everything. Letting them know you recognize what they did for you and the team is very important. Also, don't forget to call out the work in their appraisals and also give them feedback both positive and opportunities so they can continue to learn and grow.

Mitigate resistance to delegation by fostering a culture of trust and collaboration within your team. Clearly communicate the objectives and expectations of delegated tasks, and provide guidance and support as needed. Encourage open dialogue and feedback to address any concerns or reservations about delegation. Recognize and celebrate team members' contributions to delegated tasks to reinforce the value of shared responsibility and collaboration.

Delegation is not just a nice-to-have feature; it’s a critical tool in every manager’s toolbox. Regularly putting your team in the spotlight and giving them the opportunity to make mistakes is crucial. Stand by them and take the blame when necessary. If your team knows you have their back, understands that mistakes are part of learning, and feels empowered to take charge, they will transform into a super team.