by Mandy Green, Head Soccer Coach – University of South Dakota
I am working with some coaches on managing their time better in the office. When I am on campus working with a coach, it is fun to see their eyes light up as we set recruiting, team, administrative, and personal goals and then come up with a plan on how accomplishing these goals to make it reality. Never fails, we always hit a snag when I mention the “D” word.
That word that seems to hang up a lot of coaches is delegation. It’s hard to hand off the baton to someone else and let them run with it, especially if you are a coach who tends to live by the adage, “If you want something done right, do it yourself!”
“If it’s to be, it’s up to me.” This seems to be another favorite saying of a lot of the coaches that I am working with. To me, it says a great deal about their willingness to delegate. These coaches work non-stop morning to night, and still do (although they are getting better), because they somehow can’t embrace the notion that it’s possible to get things done any other way.
Beneath the many excuses for not delegating lays the reason why many of us coaches avoid delegating things: True delegation means giving up a little of what we would like to hold onto (some measure of control) while keeping what we might prefer to give up (accountability).
Delegation is an area of personal and professional management that many coaches struggle with. The difficulty stems from our need to control outcomes and a strongly rooted belief that we know how to do things best.
It’s often a scary prospect even to think about letting someone else take over a task or duty we’ve been doing for a while:
- What if they don’t do it correctly?
- What if the outcome is not up to my standards?
- What if they don’t do it the way I’ve been doing it?
- What if I become less essential to my program?
- What if (gasp) they do it better than me?
Think about it coach:
By nature, we love to keep control. We also fear the repercussions when our support staff fails to complete something correctly or in a timely manner. The failure might reflect badly on us so we take the path of least resistance. Rather than working on improving our delegation skills to the other coaches we work with, sometimes we simply keep hold of more tasks. That way we can make sure things are done completely the way we want them done. Being overworked somehow seems less risky than having things done that might not meet our exact requirements.
Delegation means taking true responsibility and inevitably means giving up some control. If that sounds a bit scary, how can you overcome your mindset and become a better delegator? Here are some tips:
Realize that you just can’t do it all. Everyone has limits. If you fail to acknowledge yours, you will burn out. Maybe not tomorrow and maybe not even next year, but the stress and pressure of trying to do it all will get you eventually.
Start small. Delegation is a skill and learning it needs patience, persistence, and practice. Start by giving away small, uncomplicated tasks. As your confidence grows so will your willingness to delegate more.
Realize that “Your Way” is not always the “Only Way.” A big part of letting go is the fear that the task will not be done “right.” Consider that there are other ways to achieve the same result.
Work on giving others the tools to do what you do. Delegation will only work if you help your support staff succeed. So make sure he or she has the right resources and then keep communicating, participating and supporting your staff. Remember, delegation means NOT abdicating your responsibility, so you need to make sure you have done everything you can to influence a successful outcome.
Appreciate others’ accomplishments. You might be bored with organizing on-campus visits, but if one of your coaches has never done it, the challenge can be exciting, invigorating, and motivating. The successful outcome is not just a well-organized visit. It’s the opportunity for someone else to shine and get recognized for their achievements.
Seize the opportunity to work on more stimulating projects. The less time you spend on lower level tasks, the more time you have to concentrate on your main objectives. (You know the ones, the really important issues that keep getting shoved to the bottom of the pile because you’re so overloaded…)
Use the leverage. Delegation can put the right people on the right tasks. And the better allocated your coaches and staff are, the greater the productivity, effectiveness and the opportunity for organizational growth.
Delegation, when done well, benefits everyone. You have more time to concentrate on the main responsibilities of your position. Your support staff will have more opportunities to expand and enrich their jobs. An added bonus is the fact that because delegation relieves your own time pressures, the job gets done better in the long run.
So, cast off your preconceptions about delegation! You were doing a good job before: You can do even better when you delegate more. With a fresh perspective and little courage to “let go”, you’ll be amazed by what you can achieve!
In addition to her head coaching duties as a Division I soccer coach, Mandy Green is a regular contributer to the weekly newsletter. She is also a featured speaker at the 2011 National Collegiate Recruiting Conference this June. She will be speaking on organization and effective planning, and sharing how she has recruited her best class ever using sound organizational and recruiting strategies. Click here to find out more information on this year’s NCRC!