How to Delegate

I'm often asked by people it's one of the most asked questions I get on small businesses how can I get my business how can I get people where I can delegate how do I delegate how do I delegate how do I delegate how do I delegate and really you can't even ask that question until you've done a whole lot of preparation and you've got the right people in the right seats to delegate to organizations to delegate delegate well are fanatical about a bunch of different things hiring and firing to create an environment and the right kind of people in the seats to be able to delegate to compensation unity loyalty communication recognition you create a culture you create an environment inside the organization that is delegate able that it's predictable that you can follow through on delegation is probably one of the most misunderstood and abused areas of leadership we think we can delegate to someone based on their talent and that's not it talents part of it but there's a whole process of going on with this the process of building a team that can that concepts can be delegated to is lengthy you can't just hire someone sit them in the slot and delegate to them you can delegate you know make copies make coffee but I'm talking about delegating entire business systems and sections to someone you can't do that without spending some effort and some time on this hiring and firing take time to find thoroughbreds and have the courage to get the donkeys out I tried to mix their breads and donkeys for a while and they don't like each other donkeys don't like thoroughbreds around because the very presence of a thoroughbred exposes a donkey's donkeyness thoroughbreds don't like having donkeys around because well their donkeys they don't care they're lazy they're bullheaded they're belligerent and they don't care that I mentioned that they don't care thoroughbreds don't want to hang around that so you get a couple talented people and a stable full of donkeys they will leave because they don't want to hang out thoroughbreds don't hang out donkeys you know what I'm doing we do a thing called 90 at 90-day point once you've been with this 90 days we all get in a room and buy weed by chick-fil-a wraps and chick-fil-a whatever and we all sit around and do rap with Dave we call it and the new people I sit and talk with our new team members you know 50 of them 40 of them whatever there is in the last 90 days and I'm sitting with my last last Monday I did one of these and they asked me questions about things and and then we asked them what their aha moment is what's something that kind of went called you to go wow I didn't see that coming since you've been here tell me what you're a hammam it is and you'd be amazed at number um they go I thought when I'm the other night was a developer and he goes I thought I was gonna kind of come in here and this is a company that's all about financial stuff and radio and all this and I didn't think the developers would be up to par I figured I'd be kind of you know better than all of them and he goes it didn't take me a bit about three weeks to figure out there we're all better than me I they don't got me on my toes I'm running with thoroughbreds and the aha moment is often I get to work with smart people that care wow what a cool thing and that requires the hiring and firing process accidentally sometimes you hire a donkey and you have to have a donkey ectomy then you've done it I've done it I mean you hire somebody you thought they were right and then you find out this is just was a bad idea compensation is a reflection of your value system if you value thoroughbreds plan on paying them well I've checked the marketplace and thoroughbreds cost more than donkeys you do get what you pay for most of the time not always there's no guarantee that just because you pay a lot you're gonna get a lot but there's pretty much a guarantee that if you don't pay a lot you're not gonna get a thoroughbred you're gonna pay a little more to get somebody that really brings the water it really knows what they're doing and it really cares deeply and it thinks critically they think above the problem they're not just trying to get by and they don't say take it easy and mean it thank God is Friday oh god it's Monday how quick can I get out of here and how late can I come you know right it's a different world when you don't win you're higher thoroughbred but they cost a little more because they have they have a little more expectation of you and of the organization and they need an upward trajectory of that they can grow with the company and as the company grows might be their income grows and you know you got to be generous this is what it amounts to and it's great ROI though because you don't have to hire as many thoroughbreds to do the work if you do donkeys people are only loyal when you're loyal to them creating loyalty creating unity is a constant battle it does not randomly occur people are not loyal to corporate America for one simple reason corporate America's not loyal to people that's what's going on and you have the ability particularly those of you that are leading in small businesses and owning and running small businesses you have the ability to be different to actually be loyal to someone I was actually in a jumped out of a plane jumped into a car service in another state not long ago and the guy driving the limo thing that little black sedan thing on the limo but you know a limo service whatever we call it the car service he's telling me a story driving me over I asked him how long he'd been what he said I just started driving for these guys about six weeks ago I used to drive for another company and they man I went that's comforting well why were you fired pray tell and he said my wife and I are separated and she lives in New Jersey he was in a different state over in the Midwest and he said my daughter got kidnapped and was missing for six weeks and I asked for time off to go participate with the police and the searches and they finally found her in a park this guy dropped her off after he had carried her around for six weeks a horrible story this young 13 year old girl and this company because he took time off to go find his daughter fired him you know you know like you do you know I mean maybe they didn't believe his story I don't know I I don't I mean who does that companies do that they do that all the time they have no soul and you have the ability to have a soul to go my gosh I can't even imagine of course you can take time off and I don't know how long I can not pay you I mean I can pay you to not work but at least you can not be here for sure and your job will be here when you get back and how can we help you and how can we oh my gosh I can't even motor for my daughter or my granddaughter I mean how would I you know you treat other people like you want to be treated that's how you create loyalty do unto others as you'd have them do unto you why is that hard why is it hard communication and recognition organizations that delegate well are overly intentional about communication and they're generous with recognition we over communicate I tell our team all the time we have a staff meeting all 700 of them every Monday morning for an hour that's an investment in payroll that's how much we believe in communication because if the right hand doesn't know what the left hand is doing people don't know what's going on if people don't know what's going on inside your company you know what they assume they assume the worst they assume it's bad they automatically think there's a secret there's a bad thing there's a conspiracy people never go well I don't know what's going on but I'm sure it's awesome they never do that it's not human nature right and so you have to over communicate you have to give them too much information information that makes you feel a little bit uncomfortable because you went so far into the details and and you know you're not insulting people we're not trying to throw people on the bus but we tell people what's going on you're grownups this is not a kindergarten class we're gonna have an adult discussion here here's some stuff that went on and here's the result of what went on and you need to know that you're gonna read this on Twitter and you're gonna see this coming and you're gonna hear this about Dave Ramsey and here's what really did happen out of that here's what really didn't happen out of a tit and you need to know that because you work here instead of wondering well I'll read the article and I don't know I work here but I don't know what they really did you know I just tell ya it's not hard over communicate over communicate a lot of people are so afraid that if people have information that they will somehow misused that information now we don't tell people's secrets we don't tell individuals people's stuff and shame someone or harm someone I don't mean that kind of thing but what you know corporately as far as information goes we give you too much information it's okay for them to have information it's not going to destroy them lack of information will destroy them more often than too much information but our tendency is to hold back and go I don't know if they can handle that I well all that due to morale well I'll tell you a little bit of morale it'll destroy it if you don't tell them what's going on that's what it'll do you create an environment that's not delegate able because they don't trust a lot of companies use mushroom communication keep everybody in the dark and feed them manure you gotta use real communication in order for a dead leader to the completely delegate they have to come to trust the team members integrity and their competency circle that put stars around it that is the thesis statement of this lesson that is how you delegate right there when you can trust someone's integrity and you can trust their ability to do what you're asking them to do you don't have to check it you'll just check the results you don't have to micromanage anymore and that takes time you cannot hire someone off the street and in six seconds go I trust your integrity and I trust your competency now that you just got past your resume no way not unless you're a fool and the more time you spend with someone and the more you see them accomplishing it the more you can trust their integrity right the more you can trust their competency so someone that has been with me for 20 years and is running a 50 million dollar section of our business one of our EVPs as an example obviously I have a lot more trust in that lady or that man's integrity and in their competency then I do a new leader who just started with us six weeks ago there's no possible way I don't have a track record with them I don't trust them based on their resume or what they did it the other place they get a shot at me trusting them based on what they did at the other place but they earn the trust here they earn the comp they prove their competence here

Channel: EntreLeadership

Views: 59,819

Rating: 4.8816566 out of 5

Keywords: How to Delegate, delegation, entrepreneurship, business, management, entrepreneur, entrepreneurs, training, entrepreneur advice, how to delegate effectively, how to delegate work as a leader, how to delegate work to employees, how to delegate like a millionaire entrepreneur, how to delegate tasks effectively, how to delegate work, how to delegate tasks

Id: DMsHHS-Gs_o

Length: 10min 31sec (631 seconds)

Published: Wed Oct 03 2018