I am continuing my posts on the topic of DELEGATION with this foundational principle. I owe my good friend and colleague, Keith Drury, for this concept that he shared with me years ago. It is as important today as it was when he shared it back then, so I am passing it on to YOU.
Here is the principle:
If you want to win the High Jump event, you need ONE PERSON who can jump 7 feet, not 7 PEOPLE who can each jump ONE foot.
The APPLICATION is clear for you as a manager: When you need a successful outcome for a given assignment, you need to give it to a person who has the skills and ability to complete the task effectively. It won’t do to give it to a “committee” of employees who lack the skills. You need THE PERSON who can do THE JOB.
Image by © Royalty-Free/Corbis
This is one of the reasons why CEO salaries are so high in the current marketplace!
Detractors are quick to criticize governing boards for offering CEO candidates “excessive” salaries that appear obscenely higher than the rest of the staff member’s or frontline employees. To some critics, it looks unfair on the face of it. We often hear complaints that “The CEO’s salary is A THOUSAND TIMES the salary of the common employee!” As if that is its own justification for its argument.
The plain truth is that CEO’s are neither more greedy or less greedy than the rest of us.
CEO salaries, like everything else in the marketplace, are a product of supply and demand. CEO’s get high salaries because they are OFFERED high salaries by their respective governing boards, who understand the High Jump principle—that they need that ONE LEADER who has the skill and ability to lead the ENTIRE ORGANIZATION successfully. Board members understand that this is a job that cannot be accomplished by a COMMITTEE of underskilled members, however sincere their desire to succeed!
Effective hiring is governed by the same principle!
When you hire, you are employing the same concept. You are looking for that ONE PERSON who can accomplish what the job demands.
Up Close and Personal
During a session with one of my coaching clients, I presented the important topic of leadership succession. I asked her, “Do you have anyone on your team who, you believe, has the potential to succeed at your level?”
WHY IS THAT IMPORTANT? There are two main reasons why this is important:
1. If you want any kind of flexibility in your role and your schedule, you need to have someone on your team—possibly MORE than just ONE person—who can handle some of your responsibilities when you are not available (for whatever reason). If you want to be able to take a stress-free vacation; attend a professional conference; or pursue continuing education opportunities of some kind; you need to have team members who can handle important aspects of your work when you are not there!
2. If you want to be promoted, it will make it easier for YOUR Boss if you help YOUR Boss solve the obvious problem your promotion will create—the problem of REPLACING YOU. If you have groomed one of your team members to step into your role when you leave, you have taken the first step on YOUR journey to the next level!
Of course, there are OTHER REASONS why this is a good idea:
3. HIGHER-UPS are always looking for promotable leaders within their organization! Consequently, they value managers who are good at developing people and helping the organization succeed as a result.
4. REALLY GOOD EMPLOYEES are eager to work for a manager who is good at developing their people and helping them get promotions!
Back to the story…
Sadly, my client could not identify anyone on her team with this potential! This, of course, was one of the reasons why her job was so stressful—she felt it impossible to be out of the office for more than a day at a time. The pressure to be at work and handle EVERYTHING was becoming unbearable.
Image by © Royalty-Free/Corbis
I told her, “Now that you have permission to add a person to your team, your Number One priority in this search is to find someone who you believe has the potential to (with your help) step into at least SOME of your shoes!”
GET MORE DELEGATION IDEAS WITH THESE FREE RESOURCES!
If you would like more tips and tools for effective delegation, download the following FREE resources that will help you…
- Make clearer assignments
- Eliminate confusion and miscommunication
- Match assignments to employee motivations
- Manage deadlines effectively
- Engage team members more effectively
- Create better outcomes
This information is not high-flying theory. It’s down-and-dirty practical tools and techniques—easy to understand and easy to apply. This is exactly what I have taught to thousands of managers and aspiring leaders in seminars, workshops, consults, and coaching sessions all across the country and internationally. It’s yours for FREE!
Here are the resources:
Issue #9 of The LeadershipTracks Newsletter outlines the 6 Levels of Delegating Authority. You can access it here.
The companion edition of The Personal Trainer shows you exactly how to delegate effectively, using a logical, well-organized approach. You can access it here.
If you are looking for ways to become a better manager and team leader, we can help! We have experience working with teams and team leaders, helping them to work together more effectively. And we can help you and your team do the same. Give us a call, and start your journey of leadership growth today!
Until next time… Yours for better leaders and better organizations,
Dr. Jim Dyke – “The Boss Doctor” ™ helping you to BE a better boss and to HAVE a better boss!
