Delegative leadership is a leadership style wherein the leader hands his/her decision making power to one of his trusted employee, but still holds responsible for the decisions made. This type of leadership not just frees up your time in making decisions, but also provides you with the opportunity to be more strategic and to develop those individuals you have delegated. However, there is a great challenge in this leadership style. Delegating means you are letting go of the power to make decisions when the tasks will be completed.
Delegative leadership is quite a challenge, especially to leaders in the business industry. Giving your decision making power to one of your subordinates must be made with accurately. Otherwise, this will result to conflicts within the organization. What if the task was not done in time? What if the decisions made are not right? These things will result in upset clients or even loss of control to business forever.
There are many things that must be taken into account before delegating your leadership to others. Firstly, you need to have a high degree to your subordinates or followers you are delegating to. This means that you must be diligent enough to hiring people who will work for you. Oftentimes, employers are in a hurry to fill in the vacant position in the organization, so they do not spend much time in screening their applicants. When you are delegating, you need to make the best selection to ensure that the people you are delegating to be qualified or competent for the position. Delegating without confidence to people in your time can be tough. However, the mere fact that you know that you have the right person in place, your assured that they can their job right.
Secondly, you need to have enough time to make updates and status checks on your team’s work performances. Once you know every individual in your team and aware of their work ethics, you can develop a good relationship with them. This will result in decreased status checks and updates because your expectation is well understood by them.
Finally, you need to change the “what if’ questions to positive questions. Instead of thinking that your people may not do their job right or on time, think of the things that may happen if they do it better than you expect. This kind of mindset will enable you to expect the best to happen instead of thinking for worse things. However, this doesn’t mean that everything will go smoothly according to your plan. This kind of attitude will enable you to develop a work environment that is expectant to success that worse things to happen. Your employees will feel less pressure and concentrate working on every task given to them.
Although delegative leadership is not an easy decision to make, letting go of control or giving the decision making power to others is necessary and beneficial to all members of the organization. As a leader, you can focus on the most important things that you must do to motivate your workforce. On part of the people you have delegated to, they will have a sense of responsibility and develop their leadership skills to become a future leader.