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At least half of the people I coach identify delegation as an area that theyd like to improve. Delegating can be a real challenge becauselet’s face itit’s tough to let go of control. Many of us believe that if we want something done right, we have to do it ourselves. Plus, it takes effort to explain the task, trust someone else to do it, and then follow up. Sometimes, it feels like its just easier to do it ourselves rather than invest the time in teaching someone else. But in the long run, this mindset can lead to burnout and missed opportunities for growing and developing our team members. So, while delegating may feel like a hurdle, it’s a crucial skill for both personal and professional success. {"blockType":"creator-network-promo","data":{"mediaUrl":"https:\/\/images.fastcompany.com\/image\/upload\/f_webp,q_auto,c_fit\/wp-cms-2\/2025\/03\/acupofambition_logo.jpg","headline":"A Cup of Ambition","description":"A biweekly newsletter for high-achieving moms who value having a meaningful career and being an involved parent, by Jessica Wilen. To learn more visit acupofambition.substack.com.","substackDomain":"https:\/\/acupofambition.substack.com","colorTheme":"salmon","redirectUrl":""}} Why is delegating so hard? Perfectionism: One of the primary reasons people struggle with delegation is the desire for perfection. At work, managers and team leaders might feel that their way is the best way, and fear that delegating will lead to mistakes or a decline in quality. This mindset is often rooted in a deep-seated belief that no one else can do the job as well as we can. Lack of trust: Trust is a significant factor in delegation. In the workplace, if a manager does not trust their teams capabilities, they are unlikely to delegate effectively. This lack of trust might stem from past experiences where delegated tasks were not completed to satisfaction or within the desired timeframe. It can also arise from a general lack of familiarity with team members skills and work ethic. Lack of training and communication: Lack of trust is often tied to a need to improve communication and training. In the workplace, if tasks are not delegated with clear instructions and expectations, the likelihood of mistakes increases. Managers might not take the time to train employees adequately, leading to frustration and subpar results. This, in turn, reinforces the belief that its easier to do everything oneself. Overestimation of time savings: Many people overestimate the amount of time that delegating tasks will take. Its true that effective delegation requires an initial investment of time to train, explain, and monitorand many managers feel that by the time theyve explained a task to an employee, they could have completed it themselves. However, this short-term thinking overlooks the long-term benefits of delegation, such as freeing up time for strategic activities and developing employees skills. Personal identity and self-worth: This is a big one. For many of us, our sense of identity and self-worth is closely tied to our roles and responsibilities. Managers sometimes feel that their value is measured by how much they do, leading to reluctance in delegating tasks. They might worry that delegating too much will make them appear less valuable to the organization. Overcoming the challenges of delegation While delegation is challenging, it is not insurmountable. Here are some strategies to help overcome these barriers: Reframe delegation: Reframing delegation as a crucial development tool is essential, because it shifts the focus from simply offloading tasks to empowering and developing your team. When you delegate effectively, you’re not just getting things off your plate; you’re providing opportunities for team members to learn new skills, take on responsibilities, and build confidence. This investment in their development leads to more capable, motivated, and engaged employees. It also fosters a collaborative environment where everyone can contribute to their full potential, ultimately driving the success of the entire team and organization. In short, youre doing everyone a favor when you delegate effectively. Build trust: Start by delegating smaller, less-critical tasks, and gradually move to more significant responsibilities as trust builds. By beginning with less-critical assignments, you can test the waters and assess your team members’ capabilities without risking major setbacks. This approach allows you to provide constructive feedback and guidance, helping them grow more confident and competent over time. As they prove themselves with smaller tasks, you can gradually entrust them with more complex responsibilities. Make sure to acknowledge and appreciate their efforts along the way. Improve communication: Effective communication is key when delegating tasks to ensure clarity and accountability. Start by clearly defining the task, including the desired outcome, deadlines, and any specific guidelines or resources needed. Be explicit about the level of authority and decision-making power the person has. Encourage questions to ensure understanding and provide all necessary information up front. Regularly check in to offer support, provide feedback, and address any issues that arise, without micromanaging. Maintaining an open line of communication fosters trust and allows for adjustments if needed, ensuring the task is completed successfully and to the expected standard. Adjust mindsets: Recognize that perfection is not always necessary and that different approaches can still yield successful outcomes. Embracing the idea that tasks can be completed well, even if they arent perfect, empowers your team to take ownership and innovate. This shift in mindset not only alleviates your own workload and stress but also promotes a more dynamic and resilient team, ultimately enhancing overall productivity and success. {"blockType":"creator-network-promo","data":{"mediaUrl":"https:\/\/images.fastcompany.com\/image\/upload\/f_webp,q_auto,c_fit\/wp-cms-2\/2025\/03\/acupofambition_logo.jpg","headline":"A Cup of Ambition","description":"A biweekly newsletter for high-achieving moms who value having a meaningful career and being an involved parent, by Jessica Wilen. To learn more visit acupofambition.substack.com.","substackDomain":"https:\/\/acupofambition.substack.com","colorTheme":"salmon","redirectUrl":""}}
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E-Commerce
Want more housing market stories from Lance Lamberts ResiClub in your inbox? Subscribe to the ResiClub newsletter. At the end of March 2025, national active housing inventory for sale was up 28.5% year-over-year. That year-over-year active inventory growth is happening just about everywhere. The recent jump in active inventory for sale tells us that homebuyers have gained some leverage in most housing markets over the past year. Some “seller’s markets have turned into “balanced markets,” while some “balanced markets” have turned into “buyer’s markets.” !function(){"use strict";window.addEventListener("message",(function(a){if(void 0!==a.data["datawrapper-height"]){var e=document.querySelectorAll("iframe");for(var t in a.data["datawrapper-height"])for(var r,i=0;r=e[i];i++)if(r.contentWindow===a.source){var d=a.data["datawrapper-height"][t]+"px";r.style.height=d}}}))}(); While active listings are rising year-over-year in most regional housing markets, most markets are still below pre-pandemic 2019 inventory levels. (In March 2025, national active housing inventory for sale was still 20% below pre-pandemic March 2019 levels.) However, by late 2025, its possible that nearly half of U.S. metro area housing markets could be above pre-pandemic 2019 active inventory levels. Generally speaking, housing markets where inventory (i.e., active listings) has returned to pre-pandemic 2019 levels have experienced weaker home price growth (or outright declines) over the past 30 months. Conversely, housing markets where inventory remains far below pre-pandemic 2019 levels have experienced stronger home price growth over that period. Many of the softest housing markets, where homebuyers have gained leverage, are located in Gulf Coast and Mountain West regions. These areas were home to many of the nations top pandemic boomtowns, which experienced significant home price growth that stretched housing prices beyond local income levels. That said, even tighter markets in the Northeast and Midwest are starting to see inventory growth pickup.
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E-Commerce
Resilience is no longer just about grit or recovering from setbacks. Its about anticipating change, staying agile in uncertainty, and continuously evolving. The most future-ready organizations build resilience not just at the leadership level, but across their entire workforceequipping employees with the skills, mindsets, and support systems they need to turn disruption into momentum. People today expect morelearning, development, well-being, and strong leadershipto help them navigate the future of work. Companies that invest in these areas dont just retain top talent; they build workforces that are unstoppable. Here are four powerful strategies to embed resilience into your workforce and future-proof your business. 1. Build a Culture of Continuous Learning The workplace is more volatile, uncertain, complex, and ambiguous (VUCA) than ever. In this environment, adopting a growth mindset at scale isnt just valuableits essential. Organizations that foster continuous learning help employees build confidence, adapt to change, and contribute in new and meaningful ways. Our latest research study found that 90% of knowledge workers, people managers, HR, and business executives see learning and career development as personally importantan increase of 13 percentage points since 2021. Yet, many employees still operate with a “know-it-all” mindset, resisting new information or perspectives. Contrast this with a “learn-it-all” mentality, a concept rooted in the pioneering work of psychologist Carol Dweck and championed by Microsoft CEO Satya Nadella. A learn-it-all workforce thrives in uncertaintyembracing curiosity, experimentation, and adaptability. Strategy: Make Learning a Daily Habit Shift learning from an event to an ongoing process, integrating microlearning, peer coaching, and real-time feedback into daily work. Equip leaders to facilitate career development conversations that reinforce employees value and potential. Encourage cross-functional projects, upskilling, and mentorship to prepare employees for evolving roles. Bottom line: Resilient teams dont fear changethey see it as an opportunity to grow. 2. Prepare Your People for AI AI is already transforming work, yet only about a third of knowledge workers use it at least occasionally. While AI can significantly boost efficiency and productivity, many employees are hesitantunsure of its ethical implications and job impact. Employees who learn to use AI effectively will be better positioned for the future than those who resist it. Our research shows that frequent AI users are nearly twice as optimistic about its benefits than those with less exposure, and they are also more likely to recognize that they need to develop soft skills like critical thinking, communication, and creativity to be successful. Strategy: Build AI Confidence and Readiness First, its essential to lay the groundworkdefining your AI strategy, investing in the right technologies, ensuring ethical implementation, and preparing your people so they understand how it fits into their roles. Invest in AI literacy training and skills development to demystify the technology and encourage adoption. With the necessary guardrails in place, empower teams to experiment with AI in workflows where it adds valueimproving decision-making, efficiency, and innovation. Bottom line: AI is reshaping the workplace, and employees who integrate it into their skill set will have a significant advantage over those who dont. Organizations that empower their people to use AI will develop a workforce that is skilled, adaptable, and future-ready. 3. Prioritize Holistic Well-Being and Belonging Well-being is much more than a perkits the foundation of engagement, productivity, and retention. Our research shows that employees rank health and well-being as the most important factor for their companys long-term success. Employees dont just want surface-level wellness programs; they expect real, meaningful support that addresses their holistic well-beingincluding mental, physical, emotional, financial, and social well-being. A truly resilient workforce thrives when employees feel secure in their ability to manage stress, maintain financial stability, cultivate strong relationships, and find purpose in their work. Strategy: Make Well-Being a Business Imperative Normalize mental health conversations and create an environment where employees feel psychologically safe. Provide flexibility and autonomy so employees can manage workloads in ways that prevent burnout. Invest in well-being initiatives that address financial wellness, social connectedness, and emotional resilience. Foster a culture of belonging where employees feel valued and aligned with a shared purpose. Bottom line: Companies that embed well-being into their culture dont just retain employeesthey unlock higher performance, stronger engagement, and long-term resilience. 4. Equip and Empower Managers to Lead Through Change Managers are the No. 1 driver of employee engagement, yet only 27% of workers feel that their managers are equipped to lead effectively through change. Thats a roblem. When managers have the right tools and skills, they dont just managethey motivate, guide, and inspire teams to navigate uncertainty. Resilient organizations prioritize leadership development, ensuring that managers have the confidence and capability to lead through transformation. Strategy: Strengthen Manager Readiness Provide clear messaging, training, and tools to help managers communicate change with transparency and empathy. Create a “Manager Central” huba one-stop resource for guidance, best practices, and real-time coaching. Encourage managers to foster psychological safety, normalizing uncertainty and modeling a problem-solving mindset. Bottom line: Resilient managers build resilient teams. Organizations that invest in equipping and empowering their managers will create a workforce that thrives, no matter what the future holds.
Category:
E-Commerce
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