What do you do if you need to delegate tasks while still maintaining control as an executive?

I would know my teams strengths and weaknesses through KPI’s I would delegate accordingly to each employee which attribute and strengths are at an advantage for each project. If I have room to shift certain employees that need training in certain areas I would surround them with that strength so they can gain wisdom so I grow those attributes.

Delegation is an essential aspect of leadership that doesn't necessarily mean losing control over the actions' development. However, delegating is not a binary decision of either do or do not. There is at least an intermediate level between the two extremes. To explore it you must first understand the persons' profile who will receive the delegation. From my experience, I recommend identifying each individual's knowledge and motivation for each task before delegating. The combination of the two factors determines the individual's maturity for the task. High maturity gets full delegation of the task and less follow-up. Low maturity gets no delegation and medium maturity receives delegation and has more close and frequent monitoring.

Delegation at the right levels will provide the success that you are looking for. Executives never have full control but need to trust and support your teams to get optimal results. I have had tremendous amount of success on projects and tasks by providing the right guidance. I think the key here is to have the resources own the task and to have a vested interest by letting them make decisions.

Delegating tasks is an essential skill for executives, but it can be tricky to maintain control while doing so. To delegate effectively, you need to clearly communicate your expectations, set deadlines, and assign tasks to the right people. It's also important to establish a system for monitoring progress and making adjustments. One way to maintain control is to hold regular check-ins with your team to ensure that everything is on track and to offer guidance and support when necessary. Additionally, you can use technology tools, such as project management software, to help you stay informed and organized. By delegating tasks while maintaining control, you can empower your team and free up your own time to focus on high-level activities.

It’s important to define roles, but most importantly it’s great to start at hiring the right fit(s) for particular roles. Hiring a great team or individual for specific role(s) makes it easier to define roles and responsibilities while expecting results which is not only going to affect individual progress but the overall organizational goal.

SMARTE Ziele sind das wichtigste Steuerungselement, um den Fortschritt zu messen und um auf Abweichungen reagieren zu können. Selbstverständlich! SMART ist eine Akronym, das für Spezifisch, Messbar, Erreichbar, Relevant und Zeitgebunden steht. Hier ist ein Beispiel für ein SMART-Ziel: Spezifisch: Das Ziel ist klar und deutlich definiert. Messbar: Es gibt konkrete Kriterien, um den Fortschritt zu messen. Erreichbar: Das Ziel ist realistisch und machbar. Relevant: Das Ziel ist wichtig und trägt zur Gesamtvision oder den langfristigen Zielen bei. Zeitgebunden: Es gibt einen klaren Zeitrahmen, innerhalb dessen das Ziel erreicht werden soll.

Al delegar tareas manteniendo el control, me enfoco en establecer objetivos claros y medibles para cada tarea o proyecto delegado. Defino resultados esperados, plazos específicos y criterios de éxito, asegurando que los miembros del equipo comprendan qué se necesita lograr y cuándo. Esta claridad permite a los equipos trabajar con autonomía dentro de los parámetros establecidos, mientras yo mantengo una visión general del progreso hacia los objetivos estratégicos de la organización. Este enfoque facilita un equilibrio entre empoderar a mi equipo y mantener el control y dirección necesarios para asegurar el éxito organizacional.

Delegar no implica perder responsabilidad. Establecer reuniones de seguimiento te permitirá monitorear el progreso, brindar retroalimentación y hacer ajustes según sea necesario. Además, ofrece un marco para aclarar dudas y garantizar que todos comprendan los objetivos (what) y la cultura del proyecto (how). Este seguimiento, esencial inicialmente, se vuelve menos frecuente con el tiempo, pero nunca debe desaparecer. Ayuda a proporcionar retroalimentación y desarrollar al equipo, siendo una excelente oportunidad de aprendizaje en el trabajo.

Ich liebe kurze, präzise und zielgerichtete Abstimmungstermine - oft auch CHECK-IN genannt. Diese geplanten Besprechungen ermöglichen, den Fortschritt zu überwachen, Feedback zu geben und bei Bedarf Anpassungen vorzunehmen. Check-ins bieten Chance, Fragen zu klären, und um sicherzustellen, dass alle auf dem gleichen Stand bleiben.

Empowerment is one of the key levers to success in any group. When the team has a true vested interest in the decision making that will affect how they work, it creates a culture of trust and responsibilities that will benefit the team. This culture creates a dedicated team that will always go above and beyond. This creates a high performing team based on empowerment.

Delegation of tasks within team is highly important. This is how you develop your team members and lift up their performance at the level so when the time comes, they can be your replacement to build competency within the organization. I have been doing this my previous roles in different organizations and trust me this will never shorten your career progression rather this builds more confidence and leadership within yourself. :) and btw when you delegate, mistakes does happen which you need to absorb as a leader. Moreover, would recommend to proceed with calculated risk what if things go wrong always help.

Sometimes micromanaging does not pull the best out of your team rather trust does. When you empower and trust an individual I find you get better more quality out of the task. Don’t ever expect , you still have to inspect and trust is earned not given but when you get that foundation where the trust bond is formed it is awesome as it frees yourself up to deal with other stuff on the plate, as well opens up a greater level Of respect between you and your employees.

Al delegar tareas, enfoco en empoderar a los equipos, otorgándoles la autoridad y los recursos necesarios para completar sus asignaciones con éxito. Esto implica confiar en sus capacidades y fomentar un entorno donde puedan tomar decisiones clave dentro del ámbito de sus proyectos. La comunicación abierta y el apoyo constante son cruciales, permitiéndoles saber que están respaldados mientras exploran soluciones innovadoras. Este empoderamiento no solo aumenta su confianza y satisfacción laboral sino que también promueve la responsabilidad y el compromiso con los resultados, facilitando así un liderazgo efectivo que equilibra delegación con control organizacional.

I find that the best way to delegate to empowered teams while maintaining control is through frameworks and path-clearing. By frameworks, I mean that executives should establish an overall process or set of standards in which your teams work. It may be as simple as a corporate guideline which establishes the scope of work, determines who is responsible cross-departmentally and sets the parameters/templates for approvals. When you make a framework, you own the book in which everyone writes their own chapters. By path-clearing, I mean that executives should play the mitigating role within their complex organizations to remove administrative/politics hurdles from their teams and grant visibility to team success by defining how to measure it.

Imagine a pilot ✈️. Flying high above, bound by the rules of international air traffic. ✈️ Every decision he makes follows a set of established rules. These rules ensure not only safety and efficiency, but also give him the freedom to make decisions within these boundaries. It's about creating a framework in which everyone feels secure and knows exactly what is expected of them. ✈️ When your employees know and understand the rules, they can act independently within these limits. Delegating then doesn't mean losing control, but rather strengthening the sense of responsibility and trust in your team's abilities. ✈️