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Three techniques for delegating better: reverse thinking focuses on outcomes not tasks, scaffolding sets clear expectations and resources, and the triple filter asks if the task aligns with goals, matches skills, and has adequate support.
Three techniques for delegating better: reverse thinking focuses on outcomes not tasks, scaffolding sets clear expectations and resources, and the triple filter asks if the task aligns with goals, matches skills, and has adequate support.
One thing that a lot of founders and CEOs struggle with is delegating. And it's kind of ironic, right? Because you know you have to, yet you have a hard time doing it. And a lot of people actually don't do it very well. So I thought about 3 sort of lesser-known steps or ideas that will improve your delegation and task management so that you can live a more whole human life. The first one is practice reverse thinking. So the idea here is that you essentially delegate outcomes, not the tasks. So instead of micromanaging every step, say, I want to get to this point, I want to accomplish this thing. How you get there and which tasks you do to get that way, it's— I don't care so much about, but I want to get to this outcome. Can you please help us do that? The second one is something we call the scaffolding technique. And if you imagine scaffolding around a building, it's essentially a supporting framework for your team where you have clear expectations, you have clear resources, and then you're allowing them to fill in the gap. You're allowing them to essentially build the scaffolding the way that they need to in order to get to the result that you want. And then, oh, I lost my notes here. The third one I wanted to talk about, you can see this is not fully polished, that's the triple filter. So essentially, before delegating, you ask yourself these 3 questions. Is what I'm now going to delegate aligned with company goals? And am I just delegating, you know, because I personally have a tendency, it seems like something comes across my desk, I'm like, oh, somebody else could be doing that. But the first thing to say is, actually, is this something we should be doing? Is it aligned with our goals? The second thing is, does it match the team member's skill set? So you've heard me talk about wanting to stretch people, and I believe very much in giving them something that's a little bit beyond what their skill set might be so that they can grow. But the gap can't be too big. So ask yourself, can my colleague, can they actually do this thing? And then thirdly, can I provide adequate support for success? So am I going to be available mentally and physically to support them throughout the way of doing this task? If the answer is yes to those 3 things, then you've ensured that you outsource or you delegate the right tasks to the right people. So if you're feeling overwhelmed, if you're struggling with delegating, if you feel like maybe sometimes you're micromanaging your people, or if some of the feedback you've gotten is that you're too much on top of it, those were 3 techniques to consider. Practice reverse thinking, try to embrace the scaffolding technique, and third, master the triple filter, asking yourself, Who, how, and what should you be delegating? And finally, if you're thinking about whether you're living a balanced life, I recently created a test, a quiz, with a few simple questions to gauge on whether or not you're living as whole humanly as possible. And we'll insert a link here and share it with you. I'd love for you to take it. At the end of it, you'll get a score and a result. that will show you how well you did, and also I will send you my new ebook with tips and tricks to how to get more balance into your life. So I hope you enjoyed this video, and I will welcome any comments, feedback, anything that you have. I always love to hear from you guys. Thank you.
