Welcome to the Andy Stanley Leadership Podcast, a conversation designed to help leaders go further faster.

On today's podcast, we'll explore an easy and effective way to delegate.

Well, Andy, all leaders eventually come to that point when I guess they have to admit, no matter how hard it is, that they can't do everything.

They know they'll have to delegate some responsibilities if they want their organization to move ahead. Yep. And this really goes back to something we talk about a lot on our leadership podcast. And that's that for the leader, the ultimate goal, the bull's eye on the target is to only do what only you can do, which means you've got to quit doing all the things that you shouldn't be doing, which brings us to our topic today of delegation. And the other thing that, and we'll get into this a little bit later, the other thing about delegation, because it's not a super exciting word, is delegation really, when it's done right, is really a leadership development strategy. And one of the questions that we get so many times from leaders is how do you develop leaders, how do you develop leaders? And I think they picture a classroom or a setting or every Tuesday at 430,

we do something. But really, when delegation is done right, it really is a leadership strategy because

you find out quickly who are the leaders, who are the responsible leaders, and who can you trust

greater responsibility with. So this really is a super important topic. Yeah, I mean, it is an

important topic, and yet again and again we see leaders struggle with it. Why do you think that is?

I think it has to do with just the nature of leadership. As leaders, three things, we know how we

want things done. We know when we want things done. We know when

we want things done. And because we are responsible by nature, the idea of handing off

responsibility is not intuitive, I think, sometimes to leaders, because we feel responsible

and we should feel responsible. But refusing to hand off responsibility actually puts a lid on our leadership.

So again, because we know how we want it done, sometimes we're hesitant to hand it off, because we want it done when we want it done, and it takes longer.

We're going to talk about that later as well. It takes longer to explain to someone how we want it done.

And then the whole idea of we're just responsible. Along with that, if a leader,

especially an entrepreneurial leader, if a leader isn't careful they or we can get caught up in what

Jim Collins refers to as the genius with a thousand helpers syndrome, you know, over time,

everything starts to hinge on a singular source of brilliance or talent and great leaders, truly

great leaders, especially great organizational

leaders, even talented organizational leaders, avoid that by handing off responsibility.

And again, that comes down to delegation.

...