Many new managers fail to achieve their potential because they don’t delegate effectively and they don’t really understand what delegation is all about. Delegating is so critically important that for many aspiring managers it literally becomes their “Achilles Heel”—their fatal weak spot that can make or break their careers. So let’s examine six major reasons that managers fail to delegate effectively.
许多新任的经理人没有充分发挥出他们自己的潜能,因为他们不能有效地给下属委派工作,而且他们也不明白委派工作的意义。委派工作对于领导者来说极为重要,它甚至成了很多有理想、有抱负的经理人的“阿喀琉斯之踵”,可能成就、也可能毁掉一个经理人的事业。下面让我们看看很多经理人没能有效委派工作的五大主要原因。
1. Bad News First: The Primary Role of a Delegator is to DEVELOP Others. This is a fundamental reality that the majority of managers don’t understand…or perhaps don’t want to understand. Because “developing others” is not one of the technical skills that got them promoted to a manager in the first place.
1.第一个坏消息:委派者的主要角色是“开发”别人。这是一个大多数经理人并不了解的基本事实……或者他们根本也不想了解。因为“开发”别人并不属于让这些经理人获得提拔的技能之一。
Developing others, helping them grow and achieve puts them outside their Comfort Zone and so this role is often actively resisted. Delegation, plus ongoing coaching is the way to develop others to become as strong as, or even stronger than oneself. And the benefit of developing others is that it assures they can take over your job so you can be promoted to an even more senior role. Thus, the skill of developing others, and the skill of delegating responsibility to others provides the pathway to ongoing advancement. And, you are not bringing others a ‘burden’---you are in fact bringing them a growth opportunity.
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