Karthik is working with current company since last 12 years. By virtue of his hard work and initiative the company has done good progress in last few years. In reward of this Karthik was also progressing in his career and now he is in leadership position. Karthik is master of his subject and detail oriented person. Once he takes work in hand he get it completed by putting all his efforts and resources. Biggest challenge before Karthik is his own time management. Because of his driving attitude too many people depend upon him. He has his team of good people but they depend upon Karthik for every small and big decision. Recently Karthik started crashing because of time required to make all decisions. The time is not available with him to do all small and big work. Team is very happy with Karthik. They appreciate karthik’s work style, knowledge, attitude, but Karthik want to delegate some work to his team members and he is not happy with current attitude of team members.
Many of you who are reading post may be Karthik of your office or personal life.
Root of the Problem
The problem with team is they do not have confidence. A fear like what if we do not deliver as per the expectation, an attitude like it is not my job, I do not have desired skills is present in the team members. An attitude like I have never done it in my life, nobody told me to it, this is very small work I am not made for it or I am not going to do it, what is in it for me if I do it successfully, not thinking much about the consequence of postponing or canceling work, too much short-sightedness etc is prevailing in team members. Karthik also does not trust fully on team therefore he does not pass the authority of making decision and every time for small and big thing they come to Karthik.
Solution of the Problem
Life in the office could have been much better if people were taking initiatives and they were supported by Karthik in the situation of failure. Team could have felt that we are integral part of organization and our dysfunctional attitude. Too much dependency on one person leads to failing our organization and project, if not today then very soon. Life in office could have been better if Karthik could have started trusting people. But how to start and when to start trusting people?
Challenging your Team
Here comes the role of challenging your team. Challenging does not always mean that you give some mount Everest climbing target and people even avoid to start the work. Challenge starts by trust people and saying I know you can do it, I am here to support you for all you work, don’t worry, get it done with minimum support and intervention from my side, use your all resource and network to complete the work. Here is x time and y resources go and independently complete this with your best capability and efficiency. Finally keep track of these kind of first time delegated tasks and their success rate on some dashboard.
Recently, Karthik understood this concept of “challenging your team” and started implementing it. Karthik categoriges work on urgency and importance grid and then delegate those tasks which are important but less urgent. This way he get band width to correct the work, if something goes unexpected in less urgent work. Sometimes Karthik deligates a less important but more urgent work. So, even if something goes wrong in less important work not much is at stake. To test the water you can assign less important less urgent work and then see what happens. This way after sometime team will start pulling work from your plate and getting it done in better way than you can do single handedly.
So, now team is getting encouraged for taking more and more challenges and Karthik started getting more free time to do some more important job in the organization. Team is happy today also but the important thing is Leader is also happy.
I have seen many a times people are in Karthik like situation but they do not want solution. Why? Job security! They think more dependency upon us more value we have within organization. But one day when they are fired or project is lost or they leave the organization nothing much changes. Smart organizations are like water depending upon problem or hurdle they change the flow. Overall we need to understand more delegation we do, more time we have for next level of the work and creative work.