Managers often fail because they're not specific enough when delegating. Be clear on the WHAT (the concrete task) and WHY (the purpose), then let the team member figure out the HOW. Digging a hole for drinking water versus burying a body shows how purpose changes commitment.
How often do you get exactly the results you want from your team members? Not enough, am I right? And if getting a less than optimal result starts to happen a lot, you feel bad, they feel bad, your results start to suffer. When you're briefing someone about a task or delegated activity, the hack here is to be super specific about the what and the why. If I asked you to dig a hole, you'd want to know what it's for, right? Your commitment might be different if I told you it was to find drinking water or to bury a body. You can get your team member involved in the how to give them some control and buy into getting the task done. They'll probably have some great ideas, and you can use the conversation as a learning opportunity. A clear what and why are important when briefing anyone about what you want. Get them involved in the how for great engagement and success. Let's do this. P.S. Please don't kill anyone.
