How to Effectively Delegate Social Media Tasks

Does your day leave you feeling tired, overwhelmed and stressed?

Would you love to get control over your social media tasks, but don’t know where to begin?

As a business owner or entrepreneur, giving away certain to-do’s can be necessary, but difficult.

After all, you’ve built an online presence you’re proud of and passing responsibility on to someone else is frightening.

But, believe it or not, it can be done and very successfully.

You just need to know what to delegate, what to hang onto, and how to manage your daily social media process.

So where to begin?

How to Effectively Delegate Social Media Tasks

Because if there’s one thing I know, it’s this. Delegation to an assistant is not a fail safe.

Things won’t miraculously get done just because you’ve passed them off. There’s an art to properly managing your day, activities, to-do’s and assistants.

While effective delegation can be difficult to implement, it plays an essential role in the growth (and success) of your business.

Not only does delegation allow you to work to your highest and best, it gives you the freedom to focus

As David Allen, one of the world’s most influential thinkers on personal productivity puts it,

You can do anything – but not everything.

General George S. Patton, who led World War II campaigns in Africa, Sicily, and Europe, said this regarding the concept of delegation, “Never tell people how to do things. Tell them WHAT to do and they will surprise you with their ingenuity.”

Delegation is the most powerful tool that business leaders can access., and its implementation is critical to a leader’s success. If a leader does not learn the “art” of delegation, even though he (or she) may possess many other leadership traits, he will never find himself coaching that “Dream Team” of employees, nor will he ever develop a Legacy-stage business.

It’s not easy to let someone else take the lead through delegation. It requires openness and an ability to recognize what is best for the organization. Supervisors must be willing to permit others to share in and take ownership of the problems that arise. It takes a great deal of trust and confidence in our ability as leaders to be “interdependent” with our employees.

The benefits of delegation are two-fold:

1. It increases a leader’s individual productivity as well as the productivity of the organization;

2. It increases the initiative of employees by giving them an opportunity to grow and to accustom themselves to succeeding. Leaders who fail to delegate create a barrier to effectiveness, productivity, and profits.

Delegation is a process, so start slow. As managers, we have a tendency to “dump” projects on our employees without direction when we first begin delegating.