Using Comparative Advantage to Delegate Like a Boss*
*Especially if you are one! (But this skill works for ANYONE - read on.)
As a busy leader, you’ve probably wrestled with the question: What should I handle myself, and what should I delegate? Keep too much on your plate, and you risk burnout and a resentful team that feels undervalued. Delegate too much, and you might lose touch with the work or frustrate colleagues who expect your input.
Here’s the good news: When you find the sweet spot in delegation, amazing things happen. Your team members feel trusted and empowered, productivity skyrockets as tasks align with strengths, and you free yourself to focus on the work only you can do. Even better? You’ll sharpen your leadership skills as you guide others to take on more responsibility.
Sounds pretty great, right? Believe it or not, you CAN find that Goldilocks spot by applying a powerful leadership concept: comparative advantage.
First, what is comparative advantage?
Simply put, comparative advantage is the ability to perform a task more efficiently or effectively than others. But being "better" at something doesn’t always mean you should do it. Consider the opportunity cost: the value of the work you could do instead.
To decide what to delegate, ask yourself three simple questions.
Is this task within the scope of my role? (Put another way: Should I be doing this?)
Am I really great (not just good!) at this task?
Will completing this work get our team much closer to our goals?
Answer “yes” to all three questions the task should likely stay with you. But if you answer “no” to some or all? It’s time to get delegated.
Cool, but how do I actually do this?
(1) Track your time
Conduct a time audit for a week or so to identify recurring activities. Highlight those that don’t necessarily require your expertise but still consume significant time. Note: Sometimes you’ll find that there is work you really love that that may not be your highest and best use of time. Put that to the side for now.
(2) Consider the impact
Now, review your time audit with a critical eye and identify activities that only you can do, such as strategic decisions, key relationships, (like with your direct reports), or crisis management. Everything else is going to get delegated or automated.
(3) Play the matchmaking game
Use your knowledge of each team member’s skills and potential to assign tasks accordingly. Make sure to communicate the context and importance of their work, so they understand how it aligns with organizational and personal goals.
(4) Think accountability, not micromanaging
Delegation isn’t (just) about offloading work; it’s about partnership. Set clear expectations, agree on milestones, and provide guidance as needed. This keeps your team on track while building their confidence.
What do you think?
Ready to try it? Take five minutes to identify one task you’ll delegate this week and watch the ripple effects of smart delegation in action.
Not so sure? You know we have a workshop for that! Reach out to discuss customizing our delegation development for your team.
