Delegating is not just assigning tasks

Many people and companies believe that delegating is simply about assigning certain tasks and functions to optimize processes to be more efficient and productive, but it is also delegated to create trust in the members of the work team, develop strengths, improve decision-making and promote the personal growth of each member of the organization.

Leverage strengths

By delegating intelligently, companies and their leaders can leverage the experience, strengths, skills, and talents of each team member. This allows each member to effectively perform the tasks best suited to their profile, resulting in higher-quality work and more efficient execution.

Improves decision-making

Leaders who delegate intelligently and efficiently can improve their decision-making process since by delegating and distributing responsibilities based on the capacity of each team member; they can make decisions more quickly and efficiently based on their experience, talent, and knowledge, which helps to have other points of view and a greater perspective to make the most appropriate decision for the organization.

Develops the organization’s vision and strategy

Delegating can maximize the leader’s productivity and contribute to the company’s growth since by delegating certain functions and tasks, the leader can focus on more important things, such as defining the organization’s vision and strategy, thinking about the future, encouraging innovation, driving organizational growth, among others.

Promotes personal growth

Business goals and objectives are achieved not only through the success of one individual but also through vision and teamwork. When you delegate intelligently and efficiently, you give each team member greater responsibility and trust, which helps them develop different skills, talents, and values, thus enabling personal and professional growth.

Stress reduction and burnout prevention

Trying to control everything can lead to leader burnout and reduced effectiveness. Delegating distributes the workload among all members of the organization, allowing for a healthy balance and clearer decision-making, which benefits both the leader and the organization as a whole.

What do you think about this topic? Do you know of any other important reasons why delegating is key?

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Lead yourself first

Through the book The 360 ° Leader, John Maxwell teaches us the importance of learning to lead oneself first, since every person, before starting to lead and influence others, must begin by developing self-discipline, emotional intelligence, and personal growth. At this point, Maxwell mentions that if we are not capable of leading ourselves and being consistent with our values and principles, we cannot expect anyone else to follow us.

Therefore, before leading our subordinates, colleagues, or bosses, we must first demonstrate strong self-leadership to build credibility and trust. This will help us be more consistent, have greater confidence, and allow us to influence (more effectively) all areas of our organization. For example, a sales supervisor cannot lead a sales team if that supervisor has not previously been a good salesperson.

Influence without position or authority

Through his book, The 360° Leader, John Maxwell teaches us the importance of knowing how to lead without relying on position or authority, as Maxwell emphasizes that leadership is about influence, not position. At this point, Maxwell emphasizes that to lead, it is not necessary to hold a top position in an organization; rather, one can lead from anywhere within the organization.

Through this lesson, we can challenge certain customs and myths that lead us to believe that, in order to lead, we must be a boss or have a formal appointment or title. As effective leaders, we can lead through credibility, trust, and the creation of values, influencing from any position without the need for authority or a management position.

Building trust and genuine relationships

In the book The 360° Leader, John Maxwell teaches us the importance of generating trust and genuine relationships in order to lead effectively since leadership is not about having authority but about having the ability to influence our superiors, colleagues, and subordinates, based on the construction of solid and genuine relationships that encourage collaboration and the fulfillment of group goals and objectives.

Because of this, in order to lead effectively, we must learn to take an interest in others, focus on providing them with value and build genuine relationships, as this will allow us to generate trust in our environment, which will enhance our influence and help us create a culture of collaboration and teamwork.

Developing other leaders is

The book teaches us that leadership is not only about our personal success or influence but is also based on the ability to contribute to the success of other people by offering our support to other leaders.

By fostering the growth of other leaders, we strengthen our credibility and amplify our impact within the organization, which facilitates the achievement of its goals and objectives. For example, if we are the only leader in an organization, our reach and influence will be limited. On the other hand, when we contribute to the development of more leaders (promoting their growth and skills), the collective impact is multiplied, driving the success and sustainability of the entire organization.

What do you think about this topic? Do you know of any other lessons this book teaches us?

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Adaptability and resilience

Robert Kiyosaki teaches us that entrepreneurs, like soldiers, must learn and be prepared to adapt to changing circumstances, uncertainty, and challenges, as well as have the ability to recover from failures and setbacks.

Adaptability and resilience are essential qualities that allow entrepreneurs to maintain focus on their long-term vision, even in the face of adversity, such as inevitable military setbacks due to a failed mission or the loss of a business.

When starting a business, one must have the ability to adapt to new strategies, innovate, recover, learn, and persevere.

The leader is a role model

Robert Kiyosaki teaches us through his book “8 Lessons in Military Leadership for Entrepreneurs” that a leader is a role model, since effective leadership is built on example. In this way, Kiyosaki teaches us that both entrepreneurs and military leaders do not only influence the team through directives or regulations, but they must set an example for their team, fostering a sense of respect, loyalty, values, actions, and attitudes that they want their team to adopt.

For example, a sales supervisor cannot demand that his or her salespeople perform well if the supervisor himself or herself doesn’t know how to sell or despises the sales profession. On the other hand, a leader cannot demand that his or her subordinates arrive early if he or she himself or herself is late to every meeting. The important thing here is that we must first deliver, so we can then demand from others.

Working as a team is essential

Robert Kiyosaki teaches us that teamwork is essential to achieve the objectives and goals of the organization, since both in military operations and in business, collaboration among the members of a team is essential to be able to advance and meet the proposed goals and objectives.

Working together as a team fosters innovation, problem-solving, and resilience. It also allows you to maximize strengths and address weaknesses, especially during times of uncertainty or difficulty.

Discipline for a better quality of life

Robert Kiyosaki teaches us that discipline can give us a better quality of life, since both in the military and in business, discipline and concentration generate great benefits in the medium and long term.

Through discipline people can build a structure and purpose that allows them to have greater productivity, focus, confidence and sense of achievement, as discipline allows you to create many habits positives such as staying reflective, planning, managing time, setting clear priorities and sticking to a plan, which is very useful both on a military level and on a personal and professional level.

Understanding the mission

Robert Kiyosaki, through his book “8 Lessons of Military Leadership for Entrepreneurs”, teaches us the importance of understanding the mission, since, like the military, entrepreneurs must know their objectives and goals.

Understanding the mission in business is crucial because it defines the organization’s fundamental purpose and guides all its actions. The mission establishes core objectives and aligns decisions, helping prioritize resources and efforts toward clear goals. It also allows the company’s values and essence to be communicated, distinguishing it from the competition and strengthening its brand.

Another point to consider is that the mission inspires employees, partners, and shareholders, fostering a sense of belonging and shared purpose. It also aids in coherent decision-making, as it acts as a filter to evaluate opportunities and resolve dilemmas, ensuring consistency in actions.

What do you think about this topic? Do you know of any other lessons Robert Kiyosaki has taught entrepreneurs?

If you have any questions or queries, you can write them below (comments section).

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Contribution of ideas and participation

Generally, when a team member feels comfortable, he or she tends to participate more and is interested in contributing new ideas or suggestions. On the contrary, when there is job dissatisfaction, the person generally does not contribute ideas or participate and also has less interest in participating in team events, training, or voluntary initiatives.

This is where work meetings are important, as they serve to evaluate the contribution of ideas and participation of each of the team members. If it is time to share information and discuss a topic and the expected interest is not observed, this can be a warning sign, which indicates that it is time to talk to said team members and find out what may be happening.

Productivity and performance

You can observe the productivity and performance of the team members. The best way to evaluate this factor is to see if there is a decrease in the productivity and performance of any member of our work team, after detecting this indicator, we must find out the reason for such performance, for example, if it is due to health, personal problems or family situations, it can be understood, since you cannot expect that a person’s performance will be and the same every day.

However, if the drop in productivity is not justified by force majeure, then it is possible that it is due to some internal problem at work, whether it be overwork, problems with a colleague or boss, etc. In this case, action must be taken by investigating and talking to the team members about what the reason may be that has led them to be in this situation in order to correct it.

Attitude and personality

As leaders, it is crucial to know the personalities of our team members, as this allows us to detect sudden changes in attitudes or behaviors, which may be indicative of job dissatisfaction. For example, an increase in complaints about tasks, working conditions, or management is a clear sign of discontent.

In this context, it is advisable for leaders to maintain fluid and open communication with their teams, fostering solid relationships that facilitate the early identification of any warning signs,and allowing them to act in a timely manner.

Resistance to change

Every company or business tends to go through different changes, however, when these changes generate strong resistance, it can be a clear sign of job dissatisfaction. For example, if there is strong opposition to new projects, processes, or changes in company policies, it can be an indicator of underlying discontent.

Because of this, it is important to incorporate changes gradually and explain to employees the reason for the change, as well as establish channels for employees to give their opinions or ask questions. Likewise, training is essential, as it allows employees to feel competent and confident with new processes, procedures, or tools.

What do you think about this topic? Do you know other ways to identify job dissatisfaction?

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Because of this, it is important to maintain a balance between leadership and empathy, especially to create a healthier, more productive, and harmonious work environment. Next, we will learn more about the importance of having a balance between leadership and empathy.

Motivation

Teams that have a balance between leadership and empathy have a higher level of motivation since their members perceive that the leaders are really concerned about their well-being, which increases the level of commitment and job satisfaction. All of this causes workers to have a higher performance since they are more willing to go beyond what is required.

Collaboration

When leaders manage to maintain a balance between leadership and empathy, they can improve collaboration within the work team, since there is greater trust and communication between team members, which allows them to support each other, share knowledge and work towards collective solutions.

Greater innovation

A safe and supportive environment encourages risk-taking, creativity, and innovation, as team members have fewer obstacles and are less afraid of expressing their ideas or failing to complete a project.

Teams, where members feel safe to express “unconventional” ideas tend to be more innovative. Empathy fosters this safety, while leadership provides the structure to explore these ideas.

Loyalty and retention

People tend to stay longer in an organization where they feel understood and valued, which significantly reduces employee turnover. Empathy transforms the workplace into a place where employees “want to be,” rather than one where they “have to be.”

Empathetic leaders who are also clear and effective in their direction increase job satisfaction, as employees feel their efforts are recognized and have a real impact on the organization. On the other hand, leaders who balance their expectations with understanding help mitigate stress and burnout, common factors for employee attrition.

What do you think about this topic? Have you been accused of being too demanding in your work team?

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The post Have you been accused of being too demanding? The balance between leadership and empathy first appeared on Victor Romero.