Does Delegating Feel Like You Are Giving In To The Dark Side?

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I will never forget sitting in a movie theater in 1977 watching Star Wars Episode IV-A New Hope. As a middle schooler looking for adventure, the Star Wars saga was an adventure of a lifetime. The scenes of Darth Vader inviting Luke Skywalker to come to the “dark side” were especially troubling to me because there were so many moments where I believed Luke might actually give up and join his father.

To be honest, I believe there are lots of people in the workplace struggling with overload who see delegation as giving in to the dark side… going to a place that’s dangerous and could prove harmful to their career, pride, or how people see them as a leader or manager.

This fear of the dark side doesn’t stop when they close their work laptop for the day or leave their workspace either. There are way too many people experiencing overload in their personal lives because they refuse to enlist the help of family members, friends, or even technology to get more control of their time.

Here are some of the deeper thoughts I believe people have when they are resisting the “force” of delegation:

I am not excited about (or don’t have clarity on) what I would work on instead of that task.

This is the number one excuse I believe people ruminate over when it comes to resisting delegation. I’ve seen it happen so many times in my time management presentations. I will ask participants to determine something they want to work on transferring to someone else, and how much time it would create for them in a day or week.

Almost everyone can readily identify something they want to entrust to someone else and how much time it will open up in their day. When I ask them how they will better use that time, however, they meekly reply with vague answers. You will not go through the work of enlisting someone to take on a task you currently have if you aren’t energized about what you will do with that discretionary time and energy.

I feel like a failure when I ask someone for help.

First, you already ARE failing at some things because you have so much on your plate (you’re not a failure though). Second, you are denying others the opportunity to grow when you won’t let go of things. Third, some people actually find joy and fulfillment in helping others… a feeling you like too, correct?

I am too overwhelmed to stop and train someone else to do something.

And when, exactly, do you expect to be less busy?

I am afraid of losing control.

Delegating tasks can feel like giving up control, but it’s important to realize that shared responsibility can bring about better outcomes. Now someone else owns the outcomes and it isn’t all on YOUR shoulders. Letting others contribute their skills and abilities might actually enhance the end result. You are still in control of the communication process and can make corrections as needed as BOTH of you work through the transfer of the work.

They might do it better than me.

Uh huh. And you get to shine as a manager who gets recognized as someone who can grow talent and have your team achieve better outcomes. How inflated does your ego have to be to NOT see the value in that?

They won’t do it as well as me.

You are right. They won’t if you don’t train them well and give them the support they need during the process. I would be willing to wager you weren’t exemplary the first time you did the task you are entrusting to them. Does it really have to be done perfect… or does it simply need to get DONE?

I don’t have time to teach someone else how to do it.

Initially, delegating tasks may require an investment of time to explain, train, and monitor progress. However, this upfront investment leads to long-term efficiency and growth. Investing in others also frees up time for your more important strategic work.

I enjoy doing the task.

But is it the most important work you could be doing? How are you limiting yourself and your team by your unwillingness to hand off the task? I promise you that helping others grow is way more fulfilling than the temporary joy of completing a task.

How are you limiting yourself and your team by your unwillingness to hand off some tasks?

I don’t trust them.

What makes you say that? Did you try to delegate something before and they failed? Maybe they weren’t ready. Perhaps you didn’t do an exemplary job of explaining the outcomes or what resources might be needed. Did you proactively communicate with them or wait for them to come to you with a problem?

I don’t know where to start delegating something to someone else.

Thanks for your honesty. First, think about a task that might meet some of the following criteria:

• Are repetitive and time consuming

• Utilize the skills and expertise of those on your team (or in your family)

• Would be learning opportunities to grow someone

• Could free up time for you to work on higher priorities

As to where to start, choose a smaller, less critical task for someone to complete and follow these general steps:

1. Clearly define the task

2. Identify the right person

3. Communicate expectations

4. Provide resources and support

5. Set checkpoints and deadlines

6. Trust them to do the work

7. Provide feedback and recognition when done

As I reviewed the draft of this blog, I found it ironic that the Star Wars movie I mentioned was entitled, “A New Hope.” In a very, very small way that’s what delegation offers… a new hope. You have been struggling under the weight of trying to get it all done, hoping (without changing anything) that things will get better. Using delegation as a way to more efficiently use your time and grow those around you offers a real opportunity for you to have the resources needed to battle the real villains in your work and life.

Using delegation as a way to more efficiently use your time and grow those around you offers a real opportunity for you to have the resources needed to battle the real villains in your work and life.

What is a next step you could take with delegation?