Leading a small for-impact organization can be rewarding and challenging. You wear multiple hats, juggle numerous responsibilities, and often find yourself spread thin. In such scenarios, delegation might seem like a luxury reserved for larger organizations. However, it’s a vital skill that can transform your leadership and your organization’s effectiveness.
The Delegation Dilemma
Delegation can be particularly challenging in small for-impact organizations where resources are limited, staff sizes are modest, and boards may have limited capacity.
It’s natural to feel hesitant about entrusting tasks to others. It’s easy to fall in the trap of, “It’s just easier to do it myself.” May you worry that the other person won’t do a good job. You might have to use your own, limited time and energy to brief them on the task or expectations.
However, not delegating can hinder your organization’s growth and impact.
Why Delegation Matters
Delegation isn’t just about lightening your workload. It’s a strategic move that empowers your team and advances your mission. Delegating, however, promotes the following:
- A Focus on Strategic Leadership. As a leader, your role is to set the vision, steer the ship, and make strategic decisions. Delegating operational tasks allows you to focus on what truly matters – guiding your for-impact towards its goals.
- Develop Skills. Delegating tasks provides learning opportunities for your team and board members. Assuming responsibility for tasks, enables them to acquire new skills, boost their confidence, and become more invested in the organization’s success.
- Improve Efficiency and Productivity. Delegation spreads the workload and increases overall efficiency. It prevents burnout and ensures that tasks are completed more quickly and effectively.
- Gain Diverse Perspectives: When you delegate, you invite diverse perspectives and fresh ideas into your organization. This can lead to innovative solutions and better decision-making.
Deciding What and When to Delegate
While delegation is crucial, it’s equally important to do it effectively. Consider the following guidelines:
- Identify Your Strengths. Recognize your strengths and weaknesses. Delegate tasks that align with your team members’ strengths and expertise.
- Prioritize. Focus on high-impact tasks that only you can do, such as strategic planning and relationship-building. Delegate routine, time-consuming tasks like administrative work.
- Assess Your Team. Evaluate the skills, availability, and interest in taking on new responsibilities that your team or board members possess. Match tasks with the right people.
- Set Clear Expectations. Communicate your expectations clearly. Define the task’s scope, timeline, and desired outcomes.
- Provide Support. Offer guidance and support as needed, but avoid micromanaging. Trust your team to handle their delegated tasks independently.
- Give Feedback and Recognition. After the task is completed, provide feedback and acknowledge your team’s efforts. Recognizing others’ contributions fosters a culture of trust and collaboration.
In small nonprofits, delegation may require creativity and adaptability. You might delegate responsibilities to board members and/or volunteers. Sometimes it’s necessary to outsource tasks. One key is to be flexible and open to finding the best solutions for your organization’s unique needs.
To learn about a decision-making framework that facilitates effective delegation, join us for a two-part workshop, Empowering Excellence: Mastering Delegation, Power-Sharing, and Decision-Making. Sessions meet October 18 and November 1.
Effective delegation is a sign of strength, not weakness. It’s a testament to your leadership wisdom. By delegating wisely, you empower your team, boost your organization’s efficiency, and ultimately achieve greater impact in the for-impact sector.
Register Now for the October 18 and November 1 Workshop for only $24 (all fees included!)