"What Advice Would You Give To Young Managers?" has generated a lot of discussion on the American Management Association LinkedIn group for the past three months. If you are a LinkedIn member, have a look at the suggestions offered.
My humble take on the topic: Learn to delegate (which also implies coaching those on the receiving end).
This has always been the biggest struggle for me, so that's probably why I selected it. There's no mystery regarding the "Why?". It's all about maintaining a sense of control. The fallacy here is obvious to anyone who has ever held a job: Tight control and no delegation leads to stunted growth--for everyone, including the manager. The result is often high turnover, with the manager ultimately returning to the ranks of "individual contributor."
Five Questions to Ask Yourself
Over the years, I've had to do a lot of soul-searching when it comes to delegation. Here are five questions that have served me well and that I hope you find helpful:
1. Am I letting fear stop me from delegating responsibility?
2. Which team members are ready to step up to the next level?
3. Does each person have a project they can learn from?
4. What can I hand over, right now, to a capable team member?
5. Am I genuinely supporting the individual career ambitions of each person?
You've probably developed some good questions of your own. Take a moment to share them in the comment section--you never know what will spark a big change in another manager's thinking.