Delegating has been a great tool managers use to develop individuals in their teams and to help free-up time on their calendars. Though this is still an effective approach for most leaders, we need to take it to the next level. Instead of simply delegating tasks, leaders should start training folks to get a more sustainable path of growth for our direct reports.
Managers need to stop delegating and start training.
Delegating usually equates to the very minimum authority and least impactful tasks that you just needed someone else to do for you for the time being. You usually delegate things to someone moments before (in relative terms) the actual task is about to happen. This usually happens when you, all of a sudden, are in need of someone cover for you in a meeting or pull some levers for you while you’re gone. We’ll talk about “pulling levers” later in the post.
Training happens far ahead of the moment of need. Training, unlike delegating, not only transfers a “task,” but it most importantly transfers “authority” to that individual. In essence, you’re creating more of “you.” Not just a glorified note-taker or a bench-warmer. You need to train individuals to be ready to make decisions that will make a difference. Distributing authority and creating more of “you” opens opportunities for you to take on more responsibilities and it provides you bandwidth to learn new things.
Making Decisions vs. Pulling Levers
Anyone, with the proper instructions, can pull levers for you. Levers are routine tasks that anyone can invoke given a certain scenario. As long as you have all the scenarios covered and scripted, everything will go smoothly while you’re out. We all know that life in any organization doesn’t always goes as planned. You’re merely making creating people who knows how to follow directions. You’re not making leaders who are equipped to make decisions. In essence, you’re robbing them from the opportunity to grow, progress, and have a larger role in your organization.
Training Others = Promotion For You
Leaders who train their staff to make decisions and those who spend much energy to develop people are setting themselves up for promotions. Yes, that’s what I said. Doing this well and successfully, paves the way for you to get a promotion. Why? Once you’ve trained others to do the job you’re doing now, you’re are not not anchored to your current role. Upper management will realize that you’re a value-adding leader that is much needed to lead other leaders, to multiply that value.
On the other hand, leaders who keep their knowledge and decision-making to themselves are further tethered to their current role. This can happen in two instances. Instance #1: Upper management realizes that your current team cannot survive without you. They wouldn’t want your team (and its function) to fail, so they’ll make sure to keep you there for its survival. Instance #2: Upper management recognizes your inability to create leaders around you. This tells them that it’s irresponsible to assign you bigger roles in the organization. In these instances, you will most likely be stuck in your current role. Why would senior leadership promote you to a higher role if they know only YOU can do the job you’re doing now?
There are individuals in the organization who thinks that keeping the knowledge to themselves is a form of job security. That it ensures your value to the organization is definite and inexhaustible. They’re wrong! It only shows that they’re mere’y paperweights in your organization, only good for one purpose.
Being in a higher level of leadership in an organization usually means that you’ll be leading teams, not individuals. Those teams will be led by leaders who report to you. In order for these teams to be successful, they’ll need leaders that will take them to the next level. A successful “training” leader is capable of multiplying their value through the lens of those around them. Be that type of leader. TRAINING > DELEGATING
Can you name leaders in your organization who are “training leaders”? Please share in the comments what value they’ve provided you and your organization.