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Burke, R., & Barron, S. (2014). Project management leadership. (2nd ed.). Wiley.

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Negotiation can have win-win, lose-lose, or win-lose scenarios, and in this passage, Burke & Barron (2014) describe a plan of action that can lead to success in a negotiation. There are definitely times it will be a challenge to receive buy-in from all, but it is also important to repress conflict and encourage a negotiation practice that benefits more than not.

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Burke, R., & Barron, S. (2014). Project management leadership. (2nd ed.). Wiley.

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Hertzberg's Motivation and Hygiene Theory

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Hertzberg's Motivation and Hygiene Theory

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Burke & Barron (2014) turn to Hertzberg's Motivation and Hygiene theory to discriminate between what could motivate a team member or be an inhibitor for motivation. It is important to recognize that extrinsic motivators do not motivate someone indeterminably, but can decrease motivation if they do not meet a member's satisfaction. However, those intrinsic motivators can improve the satisfaction of a member and continue to motivate them long-term.

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Burke, R., & Barron, S. (2014). Project management leadership. (2nd ed.). Wiley.

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Burke & Barron (2014) discuss the delegation spiral which has 8 steps that help a person delegate versus "dump" jobs onto other people. Delegating tasks can be done in a motivating way that is clear, concise, and helpful to those who are being delegated the work.

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Research about Growth through Mentorship

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Research about Growth through Mentorship

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This article supports the work mentors do with data and evidence to show the impact mentors have on others. By impacting others, there is also data to suggest that mentors help organizations as a whole.

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Delaware Coaching Resources

This is a great resource that I use frequently as a coach for new teachers and, even more so, as a team lead for my school. There are templates and exercises to help create effortless constructive conversations with others and create goals to encourage success in others.

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DDOE x NTC - Induction Training Resources - Landing Page

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Burke, R., & Barron, S. (2014). Project management leadership. (2nd ed.). Wiley.

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There are ways to ensure a team is strong and as effective as possible. According to Burke & Barron (2014), Dr. Meredith's Belbin's 9 roles are identified so that there are equal voices in a team necessary to its success. He often spoke against pigeonholing people to a role, but knowing where their strengths are can help support them in their roles and give them the most success in their contribution to the team.

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Following Burke & Barron (2014), this article also helps provide resources to have more positive results from a negotiation versus conflict. Negotiation can sound imposing, but with guidance and resources for skills, it can be natural and an effective way to grow.

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From conflict to win-win: how to negotiate more effectively article | LSE Executive Education

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Find out six things to proactively achieve better outcomes for you and your company including building rapport, information sharing and prioritising creativity with this article from LSE

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In this article, many motivation theories are elevated to discuss why people behave how they do and in what ways they can be persuaded to work through joy. When seeing members through these lenses, it can increase connection between a leader and their team.

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Seenit: Top 5 motivation theories to use in the workplace

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Knowing that your employees are motivated is one of the best news for your organisation. Here are the top motivation theories to apply to keep employees motivated.

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In this article, there is discussion as to how delegation builds a team. If properly executed, delegation encourages a team by showing members they have a leader who believes and them and sees the validity and strength in the work they do daily.

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How to Build Trust in the Workplace and on Your Team With Delegation

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Being able to delegate tasks requires building and keeping trust with your team. Learn how to build trust in the workplace.

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From the standpoint of the National Institute of Health, there is proof that mentorships can also enhance the mental wellbeing of an organization. When mental health is stronger, people are more excited for the work that they do and are eager to come to work every day rather than feel the effects of burn out.

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Though more self explanatory, these are options for free professional development courses to encourage growth as a coach. A large part of leading and coaching is having the ability to grow one's self and it can be done without financial burden.

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CASEL is a curriculum that impacts both students and adults in schools. Through this link, there are different ideas for ice-breakers, connecting strategies, and reflections that can be built into meetings to quickly create strong connections amongst team members. It is a great way to understand how to best support members of a team.

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Advancing Social and Emotional Learning - CASEL

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CASEL is helping make evidence-based social and emotional learning an integral part of education, preschool through high school.

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Jennifer Britton does an excellent job at posing ideas for what to do to help teams reconnect and be connected even through times that are challenging. Coaching comes with times of pushback, and it is important to be the person that overcomes and helps others see the importance of their work even when it is hard.

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Coaching Teams Through Chaos | Jennifer Britton | TEDxTrinityBellwoodsWomen

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Korobkin points out that negotiation does not have to be conflicting and it can support others even when they are not thrilled by a vision or goal. He encourages perspective and negotiating with the goal of understanding those with opposing views.

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Getting by Giving: The Power of Radical Empathy in Negotiation | Russell Korobkin | TEDxUCLA

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Team building can be challenging because it takes a long time to build strong connections between members, but there is not often that time to effectively do this. Amy Edmondson gives ideas and solutions to team building through motivating strategies. When motivated, connections are likely to be stronger because well-being of members is enhanced and purpose is more driven.

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How to turn a group of strangers into a team | Amy Edmondson

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Fighting Decision Fatigue through Delegation

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Fighting Decision Fatigue through Delegation

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Decision fatigue is something many people in leadership roles face. It is one thing that many teachers struggle with, and the added stress of a person leading students, teachers, and more can be tiresome. It is important to delegate tasks so that there is less decisions placed on one person mitigating the fatigue.

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How I overcame decision paralysis | Mary Steffel | TEDxNortheasternU

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Shawn Blanchard speaks about the "prefix" of his life that could have led him down a darker future without the help of guidance. He further breaks down the types of mentors/mentees (some intentional, some unintentional) that can come about in life, and how to be more in control of the possibilities that may come out of having those mentors.

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Science of Mentorship | Shawn Blanchard | TEDxMuskegon

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Elena Aguilar breaks down what an effective community can do to improve the success of a school. In her book, she speaks about ways to create strong practices, how to approach difficult conversations and cynicism from members, and other ways to be more impactful as a coach.

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Kolb & Porter do more than discuss negotiations with a team, but building a stronger inner confidence to negotiate welll. It is important not to shrink in the face of a potential conflict, but rather be positive for potential wins.

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Chief Inspiration Officer: How to Lead the Team Everyone Wants to Be On

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Chief Inspiration Officer: How to Lead the Team Everyone Wants to Be On

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As is in the title, Ries looks into how inspiring others draws them to be more motivated toward the work of a team. She speaks to those intrinsic factors that can help team members find purpose and excitement in a vision and be more loyal to their team.

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Chief Inspiration Officer: How to Lead the Team Everyone Wants to Be On

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Deep and deliberate delegation: A new art for unleashing talent and winning back time

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Deep and deliberate delegation: A new art for unleashing talent and winning back time

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Dave Stitt speaks more elaborately on the pressure and stress a leader has if they hoard all responsibilities. He also speaks to the purpose of building trust in a team through delegation. This book is a deeper dive into finding a stronger team, and stronger lead through delegation.

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Deep and deliberate delegation: A new art for unleashing talent and winning back time

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Mentoring Programs that Work by Jenn Labin

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Mentoring Programs that Work by Jenn Labin

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Labin shares the ways in which building a mentoring program from scratch or revamping a current program can be done more easily and effectively.

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There are many ways to delegate well and strategies to prove this, and this resources gives 10 specific ways for anyone who might be struggling to find strategies themselves. In a pinch, it is helpful to have resources made available.

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Summary

Delegating is when you reassign work to other team members because it's more relevant to their workstreams and priorities. If you're getting started with team or project management, it can be intimidating to delegate work. It's okay if you don't know exactly what or how to delegate. In this article, we'll walk you through when to delegate, and give you 10 tips to help you delegate work effectively.

Sometimes, the most valuable thing you can do as a manager is to delegate work. Not only does delegating work give you more time to focus on high-impact tasks, it also gives your team members a chance to get involved in interesting projects.

But knowing what-and how-to delegate can be daunting for new managers. Delegating is a leadership skill you can develop over time. In this article, we'll walk you through 10 tips to help you become a better delegator.

What is delegation?

Delegation is the act of redirecting tasks and initiatives to other team members. You might delegate work to distribute responsibility more evenly, or because the task or initiative is more relevant to another team member's priorities, skills, or interests.

Knowing when and how to delegate makes you a better manager. Not only does delegating help you get your high-impact work done, but it also gives team members an opportunity to get involved in interesting projects. Effective delegation builds team skills and allows team members to develop new strengths.
Create a prioritization matrix template
Why is delegation important?

Delegating work is important for two main reasons: maximizing personal productivity and showing your team that you trust them with important work. The whole is more powerful than the individual-with effective delegation, you can accomplish more together as a team than you can alone.

Successful delegation also helps prevent burnout and overwork. It isn't your job to do all of the work. Instead, as a manager, you're responsible for seeing the big picture in order to delegate the right tasks to the right people. Building your delegation skills is all about understanding a given initiative's desired results and allocating work to different members of your team based on their varied skill sets.

Knowing when to delegate responsibility to other team members is a great way to become a more effective leader. This important management skill offers key development opportunities for your team members. Depending on the type of tasks you delegate, delegation can help you build new team skill sets and monitor progress towards professional development plans.
Read: Leadership vs. management: What's the difference?
What stops people from delegating tasks

It can be difficult to know what to delegate, especially if you're a first-time manager. Some people struggle to delegate because they:

Worry that it'll take more time to explain how to do the work than to do it themselves

Don't understand the priority of the work

Want to work on interesting projects themselves

Feel guilty about assigning more work to other people

Aren't sure who else can do this work

Want to feel important to their team

When to delegate work

There isn't just one straightforward scenario for when you should delegate work. But in general, ask yourself a few questions in order to determine if this work is beneficial to delegate.

Questions to ask before delegating tasks:

Is this work more aligned with another team member's priorities?

Is there someone else who has the information and context to do this work?

Is this work an opportunity for someone else to grow and develop their skills?

Will this work recur in the future?

Do I have time to effectively delegate this work, including training the other person, answering their questions, and reviewing their work?

Is this something I should personally work on (because it's high-impact or business critical)?

Would failure impact the success of the project?

Do we have time to re-do the work if necessary?

You don't need to answer "yes" to all of these questions in order to delegate work. But asking yourself these questions before delegating work helps you identify the best work to delegate.

10 tips to delegate work

Learning to delegate work makes you a better manager and allows your team members to get involved in exciting projects. Try these 10 tips to get started with the delegation process:

1. Identify work to delegate

Not everything can be delegated. Some work is strategic or business critical, and would benefit from your personal attention. Before you begin delegating work, evaluate the importance of the work and the implications of delegating it.

That isn't to say you can't delegate important tasks. If there's another team member with the context, experience, or skill set to do this work effectively, delegating it might be a good option. But keep in mind that achieving a good end result is still your responsibility.

Good work to delegate includes:

Work that will recur in the future: If you have a recurring task, it's often worth delegating it to someone else who has the time and energy to do the job well.

Work that aligns with team member's interests: If a team member has expressed interest in developing a new skill or honing an existing one, see if there's any work you can delegate to them to help them build those skills.

Work that connects to team member's goals: One of the best ways to delegate is to assign work that connects to a team member's professional goals.

2. Practice letting go

Delegating can be difficult for first-time managers and leaders because you're putting important work into someone else's hands. You probably feel connected to your work and responsible for it getting done well.

Learning to delegate is a critical skill, but you also shouldn't be uncomfortable every time you delegate. So instead, practice handing off small types of work at first, before building up to bigger projects. Be patient-both with yourself and your team members. It will take time to build your delegation skills. In the same vein, team members may take longer to get this work done than you would. But by delegating work, you're giving team members the opportunity to develop their skills over time and also taking one more thing off your plate.

3. Clarify priorities

Understanding the priority-and difficulty-of tasks makes it easier for you to delegate. If something is high priority, it needs to get done soon-either by you or by someone else. Depending on the type of work, you can then make the decision to do it yourself or to delegate.

The best way to clarify priorities is to connect work to team and company goals. When you and your team have clarity on why your work matters, it's easier to effectively prioritize and get high-impact work done. If you haven't already, do this by putting all of your team's work into a shared source of truth, like a project management tool. That way, everyone has direct visibility into who's doing what by when and why.
Create a prioritization matrix template
4. Understand each team member's strengths

Part of delegating is making sure the person you're handing work off to is set up for success. Effective delegation has two elements: delegating work to team members who have skills in that area, and giving team members opportunities to develop new skills.

To do this, make sure you clearly understand each team member's strengths-as well as their interests. Take some time during your next 1:1 meeting to ask them what skills they currently have that they want to develop further, as well as what skills they want to develop that they don't currently have.
Read: The difference between hard skills and soft skills: Examples from 14 Asana team members
5. Provide context and guidance

When you hand off work, make sure the person taking on the task is set up for success. This includes:

Guidance on how to get the work done

The due date for the delegated task

Context, documents, and details about the work

Tools required to get the job done

The priority, goals, and expectations of the work

The desired outcome

Any related work

Keep in mind that this work might be easy for you to do, but it might be totally new to the person you're delegating the work to. Take some time to walk them through the assignment and answer any questions they have before they get started to ensure they're set up for success.

6. Invest in training

There may be work that no one on your team can do but you. Some managers think that means they can't delegate the work. But depending on your priorities, it's often better to train team members how to do the work so they can tackle those assignments moving forward.

Training takes time-so it's tempting to just do it yourself. But think of training as an investment in your team members and your own workload. Over time, you'll recoup the time you spent training since the person will be able to do work. Delegating time-consuming tasks is a great way to build your own time management skills, while also giving team members new opportunities.

Part of training someone else how to do the work is to give them space to solve problems instead of immediately providing a solution. If the team member doing the work does hit a roadblock, ask questions to prompt how they think they can overcome the roadblock. Instead of providing solutions, try asking the other person for suggestions in order to help them build their own decision-making skills and guide them towards the right answer.

7. Prioritize communication and feedback

Delegating work is a really good opportunity for two-way feedback and communication. Make sure the person you've delegated work to has a way to contact you with any questions, and set up a regular check in, like a 1:1 meeting, where you can review things in more detail.

Provide feedback on their work for any future tasks you send their way. Also, ask for feedback from them-did you give them enough information to succeed? Were there any open questions that would have made getting the work done easier? Keep in mind that delegation is a long-term skill you're beginning to build, so soliciting feedback helps set you up for long-term success.
Read: How to give and take constructive criticism
8. Focus on results

When you delegate work, the goal isn't to have the team member do the work exactly like you would have done it. It's okay if someone does something differently than you if they achieve the desired results.

As you delegate and coach team members through work, avoid spending too much time explaining how things should be done. Instead, focus on the end goal, and give the team member the space to come up with their own process for doing the work. This gives them the space to develop their own skills, and also demonstrates that you trust them with the responsibility of figuring out how to do the work.

9. Trust but verify

Once you've delegated work, try to take a step back and give the team member the space they need to do the work. Check in with them periodically to make sure they don't need any additional support, while also being hands-off enough to show your team that you trust them.

Ultimately, however, you're responsible for the success of the work. If it's your first time delegating this type of work, implement a review cycle or follow-up period to review the work that was done, and nudge it in the right direction if necessary.

10. Give credit once work is completed

Effectively delegating work gives other team members the opportunity to develop new skills and get involved in important projects. Once the work is completed, make sure the team member who did the work is credited for completing the task.

Other cross-functional team members might give you credit for the work, especially if it's something you've done in the past. Make sure you aren't taking credit for someone else's work, and take some time to appreciate your team member for a job well done.

Delegated and done

Delegating work is a great way to not only build your personal management skills, but to support professional development across your team. To set your co-workers up for success, make sure they have all of the information they need to get the delegated task done correctly.

If you haven't already, do this with a project management tool. A shared source of truth, like a project management tool, gives team members increased visibility and unlimited access to the context they need to get good work done.
Create a prioritization matrix template

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How to Delegate Effectively: 10 Tips for Managers [2024] * Asana

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Sometimes, the most valuable thing you can do as a manager is to delegate work. Learn when to delegate and get 10 tips to delegate work effectively.

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These are tips to help increase motivation for a team regularly if ever there are times where it seems motivation is low. There will be times as a leader that it will be hard to pull from one's self to motivate others, and these tips could be an easy way to build teams up as well as building one's self up on hard days.

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Top 5 Tips for Inspiring and Motivating Your Team Daily

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Discover the top five ways to motivate and inspire your team daily. Learn expert tips to boost morale, foster creativity, and drive your business.

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In this template there are guiding questions for self-reflection to determine the best course of action to take when determining appropriate strategies for negotiation. Through all of the reading, having the inner dialogue can strengthen the output of information if one is stuck in a negotiation that they are not yet prepared for.

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Templates and Forms to Guide Conversations

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Templates and Forms to Guide Conversations

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Similar to coaching, it is helpful to have templates to inform transformative or motivating conversations. While personalized conversations are beneficial, having that support written and reflected upon can lead to more transformation for both a mentor or mentee.

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Coach templates can help elevate a conversation by having structure in place. These templates can ensure that conversations are directed toward goals and have action steps to follow up with in a team.

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An instructional coaching plan template can help you envision what you want for your school district, school, or classroom.

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https://youtu.be/cNwctJhuOpc?si=375QCYbfA3PXNCPb

Max Hunter speaks to the role of team members being reliable and cohesive. It is important to not only lead, but to build a team that can individually find their role as a leader so that there is a community of people with a common vision.

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Cracking the code of successful teams | Max Hunter | TEDxVUAmsterdam

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Brene Brown is a well-known author and speaker who encourages people to self reflect to become stronger leaders. This is a book that has come up often in leadership opportunities and can help build insight into one's own leadership style, and it can also support team members as a book study to build the confidence of and entire team.

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Ice Breakers, Challenges, and Recognition Practices

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Ice Breakers, Challenges, and Recognition Practices

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This article provides many choices for team building so it is accessible and thought provoking. If there is a sense of uneasiness regarding where to begin with team building, it helps to have a source that can spark creativity and ensure one has options.