If you’re young and find yourself in a position of leadership, you’re immediately confronted with a wide range of challenges. There is the question of respect: "You're new, so why should I respect you?" There is the question of habits: "How do you know the right way of doing things?" And most crucially, there is the question of responsibility.
Anyone thrust into a leadership position will feel compelled to take on more than they can realistically handle. After all, that's the easiest way to prove that you not only talk the talk, but walk the walk. You tend to say yes to anything that comes your way, because you want to prove your competency.
Many young aspiring leaders struggle with delegation. They struggle to do the opposite of what they feel they must do, which is prove how much they can execute. They struggle to take a step back and think about how they can make effective use of the talented people around them, instead of always being immersed in the work themselves.
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Metaphorically speaking, they struggle to make the move from being the first-chair violinist to playing the role of conductor.
Justin Potter, Forbes 30 under 30 founder and CEO of Cleanify, says, “One of the biggest problems we see successful owners having is trusting their team once they’re not part of the team actually going into people's homes and offices.”
According to him, everyone worries their new team may not do a good job or, worse, may cause a liability issue by being clumsy or malicious.
“I often become friends with our cleaning services, and I like to remind those who come to me for advice that unless they don’t trust their internal reviews or interview process, they have nothing to fear,” he explains. “At a certain point, you need to trust that someone else can do the task just as well as you can—or even better. And that’s what being a leader is all about.”
Seasoned leaders make it a point to spend time with their newly appointed leaders to teach them how sometimes taking one step back can mean taking three steps forward as a team.
So, how can young leaders start to integrate this idea into their leadership style? Let’s look at three ways.
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1. Be The First To Take Responsibility And The Last To Take Credit
Poor leaders want to take credit when things go well and point the finger when things go poorly. But great leaders know the value of doing the opposite. When things go south, they are the first to step forward and look for where they may have dropped the ball and failed the team. And when things go well, they take a deliberate step back to allow the team members who executed the project to celebrate a job well done.
Remember, you did not become a leader by standing over people with a title. You became a leader because of your attitude and your positive habits. The more people you lead, the more vital it is to remember where you started and have the humility to allow others on your team to shine.
2. Allow Team Members To Have Ownership Over Their Work
Many teams fail when they become entirely dependent on their leader. This type of dependency often manifests in mediocre work.
When people don't have ownership—when they feel their voice isn't heard or their ideas aren't valued—they aren't going to give their all. More important, they won't have experience solving problems without their leader. A good leader allows team members to grow and stand on their own.
3. Find Ways To Practice Trusting Your Team
Part of establishing good habits is about finding ways to practice them. For example, if you find yourself having trouble trusting that projects get done with little direction, look for opportunities to give your team members that chance. If you’re hesitant, start by delegating smaller tasks, and work up to larger projects.
Learning to delegate is a critical skill, especially for a young leader. If the art of allowing others to succeed on their own isn't mastered, you may be doing more harm than good.
