Delegation - Tips #4

Welcome to this episode of Your Morning Boost, brought to you by AWB Education. AWB Education is your partner in school leadership and is here to help you with your educational programming needs. You can find more episodes like this one, along with our offerings of support and consultation, at AWB education dot org. Good Morning, Welcome back. Today is the last of this deep dive into delegation. We have been diving into Lauren Landry's twenty twenty Harvard Business School article of how to delegate Effectively and taking a look at this from the lens of school leadership, and we are now onto tip eight. Her eighth tip is to deliver and ask for feedback, and this is where we truly work as a team. Once the task is completed or where near at some designated points in the process. That need for feedback is a vital part of this process of delegation. Make sure your employee or employees get the feedback they need to understand how the task is going and areas you see as possible improvements and areas that have been great successes. But this is also a great time to seek feedback from them on how I have delegated the task did they have what they needed to complete the task or were there some false starts due to something that I left out or something that was missing. Did they feel that my instructions were clear. Did they feel like they had the autonomy and the space to complete the tasks? Or was I too far into the weeds with them. All of this feedback and in both directions is just going to help for future delegation tasks. I remember someone saying to me that you shouldn't ask questions you don't want to hear the answer to, and although that is accurate in many areas, in this particular case, we should want to hear the answers to these questions. Those answers are that formative data that we can use to guide our next attempt at this process. Lastly, this brings us to Lauren's ninth tip and maybe the most important, which is to give credit to where credit is due. I figured this out years ago the meaning behind some advice that was shared to me by another football coach when I was just first starting out as my first year as a head coach. His advice was very simple. He said that when things are going well and the team is successful, I should make sure I give all of the credit to the players, the coaches, and anyone else that's had a part of that team, and they are why everything is going well. But when you lose or things are not going well, that's when you stand out in front of that team and you take responsibility. You can shield them from having to take ownership, and in the end you're going to be responsible to correct what was going wrong anyway, so you might as well be that person out in front. Now, this is very true, especially in a lot of our work. The people closest to us know that they know when we did something well. We don't need to tell everybody, but feeling appreciated and getting recognition for a job well done helps to bring out that effort again in a future task. Most of us don't go into this role of educational leadership because we want the praise that comes with it. I mean, let's be honest, the praise is far outweighed by the criticism, and it's easy to dwell in the land of negativity each day, and our teams can just get bogged down there. If we take the time to recognize good work, especially when it is a task that we've delegated to someone else that's just going to make them own it. They will want to improve, They'll already start looking ahead to that next go around where they can do this again. Pride is real, and we can help guide that pride in a positive direction, which is going to continue to lead our teams forward. This has been your Morning Boost, brought to you by AWB Education. Find us at AWB education dot org to find out how we can help you with your educational programming needs. If you enjoy this episode, please take a quick minute to leave a rating and review to help us reach even more people. Otherwise, enjoy the workday, lead with your heart and we will see you next time.