Why Delegation And Trust Are More Important Than You Think

Delegation and trust, two of the most misunderstood things in leadership. Over the years I’ve had the opportunity to meet a lot of really awesome people who have shared some invaluable advice.

Stephen M.R. Covey, author of incredible books like The Speed of Trust and Smart Trust, talked with me about two of the most misunderstood areas in leadership: delegation and trust.

Here are a few of highlights from that conversation:

  • Strength of Delegation: Delegation allows us to multiply ourselves. We, as leaders, should want that trust widely placed. It is the most compelling form of motivation. It is amazing how people respond when trust is given to them. We get better results and have more capacity to grow. (That’s kind of important.)
  • Mutual Trust: The No. 1 defining characteristic of what makes a great place to work is mutual trust. It engages people. It energizes people. It creates a workplace of choice. Most importantly, champions are always attracted to great places. They’re looking for a place where they don’t have to worry about being held back because of a lack of trust. Some create rule-based companies because they’ve never learned how they can trust their team.
  • Removing Doubt: People automatically believe you have an agenda if they feel like they’re not trusted. They think you have something hidden up your sleeve if you’re not sharing information. How do you avoid that? Declare your intent. Give them the why behind the what, so they know what you’re trying to do. You’re being transparent, and they know there’s nothing to hide. Here’s what I’m trying to do. Here’s why, etc. It’s virtually impossible to declare an agenda that’s self-serving.

Question: How has trust affected you in your working career?

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9 thoughts on “Why Delegation And Trust Are More Important Than You Think”

  1. WOW! And I’ll say it again: WOW! I love commuting because I get the chance to listen and reflect on your amazing podcasts. Better than an MBA (I imagine, anyway. I studied Social Work, and I promise you your podcasts are better than those classes, hands down!)

    I love how darn practical they are. Just listened to this podcast today, and I know that tomorrow it will get played again in my ipod so it can filter down into the grey matter.

    Repetition really is the motor of learning. (I think that’s a John G. Miller quote.) Today hearing the interview and then your ‘take aways’ at the end helped to make the concept of delegation even that much more clearer.

    ‘Don’t delegate activity/tasks, delegate the results.’ ‘To get trust, you have to give trust.’ Another post-it note has been stapled to my forehead.

    My own (in 10 seconds) journey to apply this:
    1. I realized my own need to delegate more effectively to my team. (Actually felt like I got smacked in the forehead with that realization!)

    2. I realized that I’m holding my team down by not delegating.

    3. Today I had a one on one with one of our key leaders and told him what I was learning about delegation, and then apologized for not doing it correctly.

    4. I committed to correctly delegate a major project I had been hanging onto – but should have given to him long ago, within the next 24 hours.

    Again, thank you so much for these practical lessons. Eating it up!

    God bless you guys!

  2. I believe trust is the important ingredient which differentiates successful and winning teams from those unsuccessful and losing. Trust always produces synergy in the team and is bound to bring exponential returns. On the other hand, when the suspicion reigns instead of trust in a team, none will go beyond the call of duty and they are bound to work su-par excellence.

  3. I believe trust is the important ingredient which differentiates successful and winning teams from those unsuccessful and losing. Trust always produces synergy in the team and is bound to bring exponential returns.

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