105. The Discomfort of Delegating
What does the patriarchy or hustle culture encourage? Burnout, overwork, and overwhelm. For us to be our best selves in all areas of our life, especially work, it is important for us to practice and use delegation as a tool.
Delegation allows us to sustain the energy necessary to execute our work while having space for joyful expressions and new experiences. The benefits of delegating are endless, and it often brings growth, diversity of thought, and empowerment to you and your teams.
I introduce the tool of delegation this week and unpack the discomfort that we come up against when learning to delegate. With time, delegation becomes a skill that is fun and full of strategy; you have time for yourself, and you build trust with all the members of your team.
Do you feel overwhelmed by the amount of work you have, but struggle to get it all done and finish work on time? Do you find that your calendar is full of meetings with limited time to actually execute your work? My free masterclass is available right now and will explain why delegating feels so hard, three things that get in your way of delegating, and five simple steps to help you delegate more. Get it by clicking here.
If you’re not as happy as you want to be, feel like you’ve lost your purpose, or want to have more free time and feel less overwhelmed, I can help. My one-on-one coaching program is about to open up, and it is designed to help women just like you change the way you currently feel in your life. Meeting with me one-on-one every week for 12 weeks will help you trust yourself, feel confident in your decisions, and get your time back without hindering your career. It will change everything. Click here to sign up for the waitlist or join the program now.
What You Will Discover:
What delegation is.
The reason delegation feels hard.
Some common barriers that keep you from delegating.
Why delegation is a tool to learn and practice using.
How to identify if you are hoarding work.
The emotional discomfort that you may face when beginning to delegate.
Resources:
Sign up for a Curiosity Call to find out if individual coaching can help you!
Follow me on Instagram!
Questions? Comments? I'd love to hear from you! Email me at info@mckoolcoaching.com
Join my weekly mailing list to get bonus free resources and coaching opportunities!
Full Episode Transcript:
Hey you all, I’m Marissa McKool, and you’re listening to the Redefining Rest Podcast for Public Health Professionals. Here we believe rest is your right. You don’t have to earn it, you just have to learn how to take it and I’m going to teach you. Ready? Come along.
What is up, everyone? We are back. I am back with brand new episodes. In the past month we’ve been posting Rest Rewinds of some of the most important, powerful, transformational tools and skill episodes that I had previously aired at the beginning when I started this podcast. We reposted them over the past month because so many of you have joined this community and hadn’t listened to those because they’re way back, 100 more episodes ago. So to dig through them, I don’t want you to have to do that. So we reposted those over the past month while I was traveling on my sabbatical.
I went to Europe. I read books. I relaxed, I baked more. And in a future episode and if you follow me on social media, my email list, I’ll be talking more about my sabbatical, how I made it happen, how you can make it happen, the purpose of it, the challenges, what I learned and so much more. I truly believe extended rest, extended vacation, extended breaks are so important for our mental, emotional and spiritual health and really being present and finding the joy and fulfillment in life.
And one of the ways I was able to make that happen, not just now that I own my own business but I actually did this when I worked full-time at UC Berkeley, I took three weeks off. One of the ways I have been able to do that no matter where I work, who’s my boss, is delegation, is thinking strategically about how to reduce my workload, how to get things done more efficiently, thinking further ahead about strategizing and organizing and planning. And today we’re going to talk about that.
But I also have another special surprise and bonus for all of you. I have a new free masterclass available right now called How to Delegate to Reduce your Workload. It is completely free. And it’s less than 20 minutes long. I think it's 16 minutes actually. And I want to give you with this podcast episode a sneak peek into what you will learn and get when you sign up for that masterclass, when you watch the video. When you sign up for that you will learn why delegating feels so hard, the three things that get in your way of delegating and five simple steps to delegating more.
Today I’m going to teach one of those to you, but first let’s get clear on what is delegating. I think so many of us think about delegation as an action we take, when we tell someone something, when we ask them something, but I don't think that’s true. I don’t think delegation is the action. Now, you can take an action in order to execute delegation, but delegation is really a decision you make. You can make the decision of delegating without taking an action. You can decide before you actually ask someone or tell someone to delegate. You have to make the decision.
When you really think about what is that decision around, it’s not just around moving something off your plate or adding it to someone else’s, or saying no. It really is the decision to trust someone else with executing a task or action or trust yourself to delegate something to not get done, to choose actively to not do something. We often think of delegation as just giving it to someone else. That’s not true, we can delegate to, in the masterclass which you’ll learn more about, I go in more detail to the pause pile, to not doing it.
Now, listen, that is very different than being stuck in the maybe hole and decision, where something’s on the backburner in the back of your mind. I have to get to that, I have to get to that and you’re neglecting it. That’s not the same at all. Delegation is really a decision that comes from trust, either trusting yourself to put something on the pause pile or say no or say we’re not doing it, or trust in someone else to execute the work and do it.
Now, one of the reasons you are not making that decision and that you are not experiencing that trust is the emotional discomfort that you feel around delegating, around the action of delegating specifically. Whether you want to delegate to a staff member you supervise, or to an intern on your team or someone on the committee you lead, even a colleague in a meeting where you’re signing follow-up tasks, or heck, to your partner at home or your roommate. No one talks about the discomfort of delegating.
Seriously, if you go Google, how to delegate, it’s all tactical advice, play to your staff’s strengths, clearly articulate expectations. And that stuff is important, of course, but those aren’t the reasons you aren’t delegating. And in the masterclass I don’t cover any of those tactical pieces. There’s plenty of it out there that you can find. But also it’s really not going to help you with the discomfort of delegation. Which, that is truly the biggest barrier to you delegating more. When you think about delegating, when you try to, you feel guilty, you feel bad, you feel anxious.
So trying to clearly articulate expectations or play to their strengths is not going to help you feel better. It's not going to eliminate that guilt or that anxiety or the discomfort you have emotionally around this. Those tactical reasons are not why you aren’t delegating. It’s not because you need a checklist of all the actions to take or because you shouldn’t be delegating or because other people's workloads are too big. You’re not delegating because it’s emotionally uncomfortable. You feel bad tasking someone else with work.
You feel guilty passing on an assignment. That is exactly how the patriarchy and hustle culture want you to feel. The patriarchy tells you as a woman that your worth and value is based on doing things for others and making sure they like you. Hustle culture tells you that to be worthy and valuable you have to do it all, do it all yourself, do more than others. So of course it feels hell uncomfortable. Delegating goes against all of this programming that you have absorbed. Delegating means you'll do less, moving stuff off your plate, having less to do.
Hustle culture does not want you to do that. Delegating means you no longer do it all yourself. Hustle culture does not want you to do that. Delegating means you're not always doing everything for others and you start doing more for yourself. The patriarchy does not want you to do that. We have absorbed so many unconscious messages from hustle culture and the patriarchy that is creating the discomfort of delegating more.
When you avoid delegating because of this emotional discomfort, what happens? You burn out, you overwork, you feel overwhelmed, which is exactly what these systems want. So you continue to be a cog in the wheel without the energy to dismantle these systems, let alone for you to have less work and more time and more joy and fulfillment. And the capacity and energy to figure out what you truly want, to do what you truly want in the world, not for hustle culture, not for the patriarchy but for yourself, living authentically, resting and enjoying your life.
You’re worried what other people will think if you delegate, whether they will think you’re lazy or you’re incapable of your job, which spoiler alert, they won't. You just think that about yourself. Or you’re worried they won’t like you because you're asking them to do something or do more. Delegation is not a big white SOS flag saying, hey, I’m drowning, I suck at my job, I don’t know what I’m doing. Delegation is a professional skill and tool. It is not a skill or tool that’s taught to you in grad school and it’s barely taught to you on the job and if it is, again it’s all the tactical shit.
Using delegation as a tool actually shows that you are doing your job well, that you’re being strategic and intentional and not reactive and haphazard. And not only that you’re thinking strategically about the job but yourself, your capacity, your ability to sustain and do high quality work. And what you need in order to maintain that. Which is to not overwork, to not have so much on your plate that you’re overwhelmed. And, remember you don't cause other people's feelings. Your actions, what you do, what you don't do doesn’t cause their thoughts and feelings.
For all you know, if you’re a manager, let’s say as an example and you start to delegate more to your team, they might be thinking, finally, we’ve been wanting more, we’ve been offering to help. I know so many of you have staff and colleagues offering and you just keep denying.
One of my recent clients who just finished my program, this was one of the biggest things we worked on. She was able to see that actually her team was constantly offering to take over more when she went on extended leave, when she got a new assignment. They were constantly offering to take on more, whether it's because they had less to do or they wanted to be involved in it or they saw that she was overworking, whatever the reasons were. They were verbally saying, “Hey, can I help you? Do you want help with this? What do you want me to do?”
And she kept denying, “I don’t need it, I’m good. I’m good.” Because of all these reasons we’ve just discussed. Your colleague, your intern, your staff might think they’re finally entrusting me with more responsibility, this feels good. For all you know right now, when you’re hoarding tasks and you’re not accepting help, the people around you might not be super happy about that. They might be thinking, they don’t trust me. And the truth is it doesn't matter what they do or don't think either way, because you don’t cause their thoughts and feelings.
That’s the whole point of illustrating these examples. Now, one of the biggest objections I hear to delegating is, everyone already has so much on their plate, I don’t want to add to it. I actually just coached a client last week on this who was supervising someone and who said, “I can’t delegate more because they have so much on their plate. I don’t want to add to it.” And when we coached a little deeper on it, actually what was getting in their way of delegating wasn’t the fact that this person had a calendar of things to do or to-do’s.
It was because as a manager they felt uncomfortable about the responsibility of holding their staff accountable. So they were avoiding delegating more so they wouldn’t have to hold them accountable. Listen, I used to think, they have so much to do. I can’t put more on their plate, all the time. I remember when I was at UC Berkeley, I helped form one of the first sexual violence, sexual harassment prevention committees. And I became a first chair. And I was super excited. I was so passionate about sexual violence prevention. That was the majority of my work in my career.
And I wasn't doing a lot of it when I was at UC Berkeley. So it was a new leadership opportunity right in my wheelhouse, but a few months in I was overworking because I wasn't delegating. I felt bad for asking people on the committee to do the work. I felt like they were doing me a favor by being on the committee or they were just on the committee to have that professional development activities checked off. So I did most of the work myself, typing up notes, following up on research, strategic thinking, decision making.
When I finally started to delegate, guess what? No one on the committee quit. No one hated me. In fact the committee became much more enjoyable for everyone. It wasn't the Marisa show. The products of our committee, what we created, the decisions we made were so much better because of the diversity of thought. The relationships in the committee, the discussion, everything improved when I started to delegate more, but I had to get over myself. I had to allow the discomfort of the silence when I asked for volunteers.
I had to get good at assigning tasks when my brain was worried what would happen. I had to hold people accountable and follow-up with them rather than just doing it myself when they didn't finish on deadline. When you aren’t delegating you're neglecting. You’re neglecting a core part, usually several core parts of your job and your responsibility, whether that’s as a committee chair, a supervisor, a project lead or a colleague.
And you are neglecting the quality and efficiency of the work by hoarding it all yourself, not having time to get to it, only completing about half of it because you have too much to do. And most importantly you’re neglecting yourself, your rest, your mental and emotional health, your time and your work life balance. The first piece is really learning how to allow the discomfort of delegating. And you're already doing that just by listening to this episode because you’re naming what’s really happening.
Speaking that truth is one of the most powerful steps in this process of just being honest. Stop lying to yourself that you’re not delegating because they have too much work or you can just do it yourself or it’ll take too long. And to be honest, I’m not delegating because I feel uncomfortable, because I have emotions of guilt or anxiety or shame that I want to avoid. Because I’m making it more about me than the work. That honesty allows some of the discomfort to diminish.
And then you can move towards eliminating the discomfort altogether. Because the more you do it the more you see the benefits, not just for you but the work and everyone else. And it stops being a scary thing. You start seeing it really as a tool, as a skill that serves everyone. And what happens when you do this is you reduce your workload, you get items off your plate and your to-do list. You have more time to work on projects that have been on the backburner or just take your damn lunch away from your desk.
The work gets better, the collaboration and relationships contributing to the work get better. Delegating doesn't have to be uncomfortable. It can be easy and fun, truly because really when you think about it, it's about strategically thinking and problem solving. It's like a puzzle. Instead of feeling like everything's falling through the cracks and you're always behind and things are always half assed. When you learn how to delegate and think of it and see it as a skill and a tool that has to do with problem solving and strategic thinking, which all of you are so good at.
And I know many of you love, you just aren’t viewing delegation that way but when you start to, things start to get done when they need to and you have time for you. That shit’s fucking fun. You don't need more tactics. You need to learn how to allow the discomfort of delegating and eliminate it. And that's exactly what you get when you take the masterclass, How to Delegate to Reduce Your Workload. So here’s the deal. I went over just one of the reasons delegation feels hard. There are two others you get when you take this masterclass.
I want you to think about this, these are some of the things we’re going to cover. How many of you listening think that delegating will actually just take too long training them and giving feedback, it’s just quicker if I do it myself? Yeah, most of you. In the course we talk about why that is a lie and how believing that is actually hurting you.
How many of you don't delegate because you believe no one else will get it right, they won’t do it just like you, you have all the knowledge and it’s too hard to transfer to them? Yeah, I know many of you. We’re going to talk about that and how to solve that problem and how that isn't true either. And you’re going to learn five simple steps to delegate without guilt, without burdening anyone and with confidence. You won’t find this anywhere else in public health, not at conferences, not at leadership trainings, nowhere else.
You can head to mckoolcoaching.com/courses to sign up now. It's completely free. It’s delivered directly to your inbox. It’s right around 15 ish minutes, that is less than your lunch break, that is less than a lot of my podcast episodes. So go to mckoolcoaching.com/courses. We’ll also put a link in the show notes. And if you're listening and you've already taken this masterclass, I know many of you have. I have shared this a lot on LinkedIn and it’s blown up pretty big. If you’ve already taken it, here’s what I want you to do.
I want you to think of someone in your life, a colleague, a friend who is a supervisor, who leads a committee, who has interns, who is in a leadership role. And I want you to send this course to them, the link, whether they’ve complained about how much work they have or not or how hard managing is, maybe on the outside it seems like they’ve got it on luck, they know exactly what they’re doing. I promise you, everyone in public health, especially every woman in public health struggles with this. You just don’t talk about it.
So I want you to send them the link and say, “Hey, I took this class, it was really, really helpful, I thought you might find it helpful.” And share it with someone you know, because I promise, I promise it will serve them just as much as it served you. Alright, you all, so head to mckoolcoaching.com/courses and with that I’ll see you next week. Bye everyone.
If you found this episode helpful then you have to check out my coaching program where I provide you individualized support to create a life centered around rest. Head on over to mckoolcoaching.com, that’s M-C-K-O-O-L coaching.com to learn more.
What is up, everyone? We are back. I am back with brand new episodes. In the past month we’ve been posting Rest Rewinds of some of the most important, powerful, transformational tools and skill episodes that I had previously aired at the beginning when I started this podcast. We reposted them over the past month because so many of you have joined this community and hadn’t listened to those because they’re way back, 100 more episodes ago. So to dig through them, I don’t want you to have to do that. So we reposted those over the past month while I was traveling on my sabbatical.
I went to Europe. I read books. I relaxed, I baked more. And in a future episode and if you follow me on social media, my email list, I’ll be talking more about my sabbatical, how I made it happen, how you can make it happen, the purpose of it, the challenges, what I learned and so much more. I truly believe extended rest, extended vacation, extended breaks are so important for our mental, emotional and spiritual health and really being present and finding the joy and fulfillment in life.
And one of the ways I was able to make that happen, not just now that I own my own business but I actually did this when I worked full-time at UC Berkeley, I took three weeks off. One of the ways I have been able to do that no matter where I work, who’s my boss, is delegation, is thinking strategically about how to reduce my workload, how to get things done more efficiently, thinking further ahead about strategizing and organizing and planning. And today we’re going to talk about that.
But I also have another special surprise and bonus for all of you. I have a new free masterclass available right now called How to Delegate to Reduce your Workload. It is completely free. And it’s less than 20 minutes long. I think it's 16 minutes actually. And I want to give you with this podcast episode a sneak peek into what you will learn and get when you sign up for that masterclass, when you watch the video. When you sign up for that you will learn why delegating feels so hard, the three things that get in your way of delegating and five simple steps to delegating more.
Today I’m going to teach one of those to you, but first let’s get clear on what is delegating. I think so many of us think about delegation as an action we take, when we tell someone something, when we ask them something, but I don't think that’s true. I don’t think delegation is the action. Now, you can take an action in order to execute delegation, but delegation is really a decision you make. You can make the decision of delegating without taking an action. You can decide before you actually ask someone or tell someone to delegate. You have to make the decision.
When you really think about what is that decision around, it’s not just around moving something off your plate or adding it to someone else’s, or saying no. It really is the decision to trust someone else with executing a task or action or trust yourself to delegate something to not get done, to choose actively to not do something. We often think of delegation as just giving it to someone else. That’s not true, we can delegate to, in the masterclass which you’ll learn more about, I go in more detail to the pause pile, to not doing it.
Now, listen, that is very different than being stuck in the maybe hole and decision, where something’s on the backburner in the back of your mind. I have to get to that, I have to get to that and you’re neglecting it. That’s not the same at all. Delegation is really a decision that comes from trust, either trusting yourself to put something on the pause pile or say no or say we’re not doing it, or trust in someone else to execute the work and do it.
Now, one of the reasons you are not making that decision and that you are not experiencing that trust is the emotional discomfort that you feel around delegating, around the action of delegating specifically. Whether you want to delegate to a staff member you supervise, or to an intern on your team or someone on the committee you lead, even a colleague in a meeting where you’re signing follow-up tasks, or heck, to your partner at home or your roommate. No one talks about the discomfort of delegating.
Seriously, if you go Google, how to delegate, it’s all tactical advice, play to your staff’s strengths, clearly articulate expectations. And that stuff is important, of course, but those aren’t the reasons you aren’t delegating. And in the masterclass I don’t cover any of those tactical pieces. There’s plenty of it out there that you can find. But also it’s really not going to help you with the discomfort of delegation. Which, that is truly the biggest barrier to you delegating more. When you think about delegating, when you try to, you feel guilty, you feel bad, you feel anxious.
So trying to clearly articulate expectations or play to their strengths is not going to help you feel better. It's not going to eliminate that guilt or that anxiety or the discomfort you have emotionally around this. Those tactical reasons are not why you aren’t delegating. It’s not because you need a checklist of all the actions to take or because you shouldn’t be delegating or because other people's workloads are too big. You’re not delegating because it’s emotionally uncomfortable. You feel bad tasking someone else with work.
You feel guilty passing on an assignment. That is exactly how the patriarchy and hustle culture want you to feel. The patriarchy tells you as a woman that your worth and value is based on doing things for others and making sure they like you. Hustle culture tells you that to be worthy and valuable you have to do it all, do it all yourself, do more than others. So of course it feels hell uncomfortable. Delegating goes against all of this programming that you have absorbed. Delegating means you'll do less, moving stuff off your plate, having less to do.
Hustle culture does not want you to do that. Delegating means you no longer do it all yourself. Hustle culture does not want you to do that. Delegating means you're not always doing everything for others and you start doing more for yourself. The patriarchy does not want you to do that. We have absorbed so many unconscious messages from hustle culture and the patriarchy that is creating the discomfort of delegating more.
When you avoid delegating because of this emotional discomfort, what happens? You burn out, you overwork, you feel overwhelmed, which is exactly what these systems want. So you continue to be a cog in the wheel without the energy to dismantle these systems, let alone for you to have less work and more time and more joy and fulfillment. And the capacity and energy to figure out what you truly want, to do what you truly want in the world, not for hustle culture, not for the patriarchy but for yourself, living authentically, resting and enjoying your life.
You’re worried what other people will think if you delegate, whether they will think you’re lazy or you’re incapable of your job, which spoiler alert, they won't. You just think that about yourself. Or you’re worried they won’t like you because you're asking them to do something or do more. Delegation is not a big white SOS flag saying, hey, I’m drowning, I suck at my job, I don’t know what I’m doing. Delegation is a professional skill and tool. It is not a skill or tool that’s taught to you in grad school and it’s barely taught to you on the job and if it is, again it’s all the tactical shit.
Using delegation as a tool actually shows that you are doing your job well, that you’re being strategic and intentional and not reactive and haphazard. And not only that you’re thinking strategically about the job but yourself, your capacity, your ability to sustain and do high quality work. And what you need in order to maintain that. Which is to not overwork, to not have so much on your plate that you’re overwhelmed. And, remember you don't cause other people's feelings. Your actions, what you do, what you don't do doesn’t cause their thoughts and feelings.
For all you know, if you’re a manager, let’s say as an example and you start to delegate more to your team, they might be thinking, finally, we’ve been wanting more, we’ve been offering to help. I know so many of you have staff and colleagues offering and you just keep denying.
One of my recent clients who just finished my program, this was one of the biggest things we worked on. She was able to see that actually her team was constantly offering to take over more when she went on extended leave, when she got a new assignment. They were constantly offering to take on more, whether it's because they had less to do or they wanted to be involved in it or they saw that she was overworking, whatever the reasons were. They were verbally saying, “Hey, can I help you? Do you want help with this? What do you want me to do?”
And she kept denying, “I don’t need it, I’m good. I’m good.” Because of all these reasons we’ve just discussed. Your colleague, your intern, your staff might think they’re finally entrusting me with more responsibility, this feels good. For all you know right now, when you’re hoarding tasks and you’re not accepting help, the people around you might not be super happy about that. They might be thinking, they don’t trust me. And the truth is it doesn't matter what they do or don't think either way, because you don’t cause their thoughts and feelings.
That’s the whole point of illustrating these examples. Now, one of the biggest objections I hear to delegating is, everyone already has so much on their plate, I don’t want to add to it. I actually just coached a client last week on this who was supervising someone and who said, “I can’t delegate more because they have so much on their plate. I don’t want to add to it.” And when we coached a little deeper on it, actually what was getting in their way of delegating wasn’t the fact that this person had a calendar of things to do or to-do’s.
It was because as a manager they felt uncomfortable about the responsibility of holding their staff accountable. So they were avoiding delegating more so they wouldn’t have to hold them accountable. Listen, I used to think, they have so much to do. I can’t put more on their plate, all the time. I remember when I was at UC Berkeley, I helped form one of the first sexual violence, sexual harassment prevention committees. And I became a first chair. And I was super excited. I was so passionate about sexual violence prevention. That was the majority of my work in my career.
And I wasn't doing a lot of it when I was at UC Berkeley. So it was a new leadership opportunity right in my wheelhouse, but a few months in I was overworking because I wasn't delegating. I felt bad for asking people on the committee to do the work. I felt like they were doing me a favor by being on the committee or they were just on the committee to have that professional development activities checked off. So I did most of the work myself, typing up notes, following up on research, strategic thinking, decision making.
When I finally started to delegate, guess what? No one on the committee quit. No one hated me. In fact the committee became much more enjoyable for everyone. It wasn't the Marisa show. The products of our committee, what we created, the decisions we made were so much better because of the diversity of thought. The relationships in the committee, the discussion, everything improved when I started to delegate more, but I had to get over myself. I had to allow the discomfort of the silence when I asked for volunteers.
I had to get good at assigning tasks when my brain was worried what would happen. I had to hold people accountable and follow-up with them rather than just doing it myself when they didn't finish on deadline. When you aren’t delegating you're neglecting. You’re neglecting a core part, usually several core parts of your job and your responsibility, whether that’s as a committee chair, a supervisor, a project lead or a colleague.
And you are neglecting the quality and efficiency of the work by hoarding it all yourself, not having time to get to it, only completing about half of it because you have too much to do. And most importantly you’re neglecting yourself, your rest, your mental and emotional health, your time and your work life balance. The first piece is really learning how to allow the discomfort of delegating. And you're already doing that just by listening to this episode because you’re naming what’s really happening.
Speaking that truth is one of the most powerful steps in this process of just being honest. Stop lying to yourself that you’re not delegating because they have too much work or you can just do it yourself or it’ll take too long. And to be honest, I’m not delegating because I feel uncomfortable, because I have emotions of guilt or anxiety or shame that I want to avoid. Because I’m making it more about me than the work. That honesty allows some of the discomfort to diminish.
And then you can move towards eliminating the discomfort altogether. Because the more you do it the more you see the benefits, not just for you but the work and everyone else. And it stops being a scary thing. You start seeing it really as a tool, as a skill that serves everyone. And what happens when you do this is you reduce your workload, you get items off your plate and your to-do list. You have more time to work on projects that have been on the backburner or just take your damn lunch away from your desk.
The work gets better, the collaboration and relationships contributing to the work get better. Delegating doesn't have to be uncomfortable. It can be easy and fun, truly because really when you think about it, it's about strategically thinking and problem solving. It's like a puzzle. Instead of feeling like everything's falling through the cracks and you're always behind and things are always half assed. When you learn how to delegate and think of it and see it as a skill and a tool that has to do with problem solving and strategic thinking, which all of you are so good at.
And I know many of you love, you just aren’t viewing delegation that way but when you start to, things start to get done when they need to and you have time for you. That shit’s fucking fun. You don't need more tactics. You need to learn how to allow the discomfort of delegating and eliminate it. And that's exactly what you get when you take the masterclass, How to Delegate to Reduce Your Workload. So here’s the deal. I went over just one of the reasons delegation feels hard. There are two others you get when you take this masterclass.
I want you to think about this, these are some of the things we’re going to cover. How many of you listening think that delegating will actually just take too long training them and giving feedback, it’s just quicker if I do it myself? Yeah, most of you. In the course we talk about why that is a lie and how believing that is actually hurting you.
How many of you don't delegate because you believe no one else will get it right, they won’t do it just like you, you have all the knowledge and it’s too hard to transfer to them? Yeah, I know many of you. We’re going to talk about that and how to solve that problem and how that isn't true either. And you’re going to learn five simple steps to delegate without guilt, without burdening anyone and with confidence. You won’t find this anywhere else in public health, not at conferences, not at leadership trainings, nowhere else.
You can head to mckoolcoaching.com/courses to sign up now. It's completely free. It’s delivered directly to your inbox. It’s right around 15 ish minutes, that is less than your lunch break, that is less than a lot of my podcast episodes. So go to mckoolcoaching.com/courses. We’ll also put a link in the show notes. And if you're listening and you've already taken this masterclass, I know many of you have. I have shared this a lot on LinkedIn and it’s blown up pretty big. If you’ve already taken it, here’s what I want you to do.
I want you to think of someone in your life, a colleague, a friend who is a supervisor, who leads a committee, who has interns, who is in a leadership role. And I want you to send this course to them, the link, whether they’ve complained about how much work they have or not or how hard managing is, maybe on the outside it seems like they’ve got it on luck, they know exactly what they’re doing. I promise you, everyone in public health, especially every woman in public health struggles with this. You just don’t talk about it.
So I want you to send them the link and say, “Hey, I took this class, it was really, really helpful, I thought you might find it helpful.” And share it with someone you know, because I promise, I promise it will serve them just as much as it served you. Alright, you all, so head to mckoolcoaching.com/courses and with that I’ll see you next week. Bye everyone.
If you found this episode helpful then you have to check out my coaching program where I provide you individualized support to create a life centered around rest. Head on over to mckoolcoaching.com, that’s M-C-K-O-O-L coaching.com to learn more.
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