Keep the value of your time in mind as you go about your daily writing tasks. The market can help you set some general parameters for your worth, but you are the ultimate judge in a business sense. You are the only one who truly knows what your time is worth. Keep reading for more tips and tasks to delegate for growing a blog.
Delegating tasks how to#
This doesn’t mean that your vision for your projects is invalid, but it does mean that you will do yourself a great favor by learning how to hand off certain parts of a project to talented individuals (or groups). if you know the basics of keyword research, there is likely someone out there who has a deeper knowledge who can help you find great long-tail keywords for your editorial calendar. We’ve got some game-changing tips for delegating tasks that will give you a new perspective on team building and productivity. this article will help you be a better steward of your time. Knowing both how and when to delegate is significantly more difficult! In that context, the real job of any leader is to identify what style of leadership a follower needs for a given situation.How good are you at maximizing your output by using time wisely? If you feel that you are lacking a bit on this front (for how to grow a blog or anything else), no need to worry. Understanding the benefits of delegation is relatively straightforward. Once a Situational Leader has assessed an individual to be R4 for a specific task, the leader should take a step back to allow the individual to complete the task while remaining accessible in case a question arises (providing S4 leadership).Īn example of using S4 or a delegating leadership style correctly:Ī manager allows a tenured and high-performing employee to identify and execute a plan for the upcoming company picnic (a high-visibility event which this employee has successfully organized previously).Īn example of using S4 or a delegating leadership style incorrectly:Ī manager empowers a recently hired employee to organize the company picnic with no real sense for this employee’s experience or interest with this kind of endeavor. This means the individual is able and confident and willing to complete the task at a sustained and acceptable level. Situational Leaders are routinely shifting between one of the four styles with each person they influence on a task-by-task basis.īased on the above indicators for the individual, we would identify them as R4 (or Readiness Level 4). At The Center for Leadership Studies, we believe that a leader needs to adapt their approach based on the current performance of the person they are trying to influence. Situational Leadership ® refers to delegation as S4 (or Style 4). Situational Leadership ® and a delegating leadership style:
This might result in regression of both their task-related ability and motivation. offering suggestions) can be off-putting and, as such, interpreted as a lack of trust. Even a moderate level of input from the leader here (e.g. Employing this approach entails providing the individual with the big picture, then trusting them to deliver agreed-upon results.Ī delegating leadership style is most effective with a person that is both confident and competent to perform. A delegating leadership style is a low task and relationship behavior approach to leadership where a leader empowers an individual to exercise autonomy.