One of the most difficult things for a leader to do is to delegate. Many times, we’ve reached certain levels of success in our field and know what it takes to efficiently do our jobs. We get promoted for the track record of wins we’ve had and all of a sudden are tasked with managing others or overseeing their work. In most cases, we are thrust into these positions with little to no guidance on how to manage others. According to a study done by West Monroe a few years ago, they found that 59% of managers overseeing 1-2 people receive no managerial training at all. Managers instead are left to figure it out on their own, relying on their experience doing the job and the examples set by previous leaders. This leads to two common phrases that get in the way of employee development.

“That’s how we’ve always done it.”

I don’t know anyone who hasn’t heard this phrase used in a professional setting. On the surface, it carries some weight. Especially in companies with a long history, some experiences are valuable and have shaped the organization. Much has been learned from successes and failures over the years and that leads to policies, process implementation, and cultural norms. The problem occurs when these things aren’t tested for relevance as times and conditions change. They may in fact still be applicable, but in some cases, they are outdated and need to be challenged. New and younger team members have a fresh perspective, which is usually viewed as “naive” or “inexperienced”. Once they’ve settled into a company, they are often eager to share their thoughts and opinions, leading to quick rejection and the phrase above. Even when their input doesn’t make sense, great managers leverage the suggestions to help those team members grow and push the organization forward. They invite a dialogue that honors the input that has been provided and explores how it might apply to the company. Sometimes it results in a simple learning opportunity, other times it can inspire radical shifts. 

“It’s faster for me to do it myself.”

This second phrase is another that many of us are guilty of using. We’re overwhelmed and tight on time. We know that we shouldn’t be the ones doing that task that needs to be done, yet we do it anyway because it’s more efficient for us to complete instead of teaching someone else to do it. This may be true in the short term, but in the long term, we are most likely going to continue to find ourselves in the same position again and default to doing the work ourselves. In these situations, we strip employees of chances to learn, grow, and develop. Instead, great managers dedicate time for training before they are up against a deadline. They provide opportunities for their team members to take on new tasks and responsibilities in low-risk scenarios, allowing those team members to practice the skills they’ve learned and refine their abilities. Then, when deadlines come up and the pressure is on, they can confidently delegate work to them, knowing they will come through, and allowing managers to stay out of the weeds.

Leaders have more on their plate than ever right now. The pressure, responsibility, and constant demands can be overwhelming, yet the most important role we have is to help grow the people in our care. A focus on employee development is what creates awesome teams and ultimately makes a leader’s job easier in the years to come. And we can start by limiting our use of the two phrases above.

In your experience, what phrases have gotten in the way of your development as a leader?