As a leader, there’s a constant balancing act between letting your team take ownership of their work and stepping in when things are about to go off the rails. One of the most common questions I hear is, “When do I intervene if I see a potential mistake? Should I let my team member fail to learn a valuable lesson, or should I step in to avoid a costly error?”
This dilemma comes up frequently, especially when we’ve put effort into delegating, trusting our team, and trying to avoid micromanagement. But, the reality is, we have to know when to jump in without undermining the growth process of our team members.
In this week’s episode of Managing Made Simple, I dive into how to strike this balance effectively. When is it okay to let someone struggle and learn on their own, and when should you step in to prevent serious consequences? I break it down into actionable steps to help you assess each situation with confidence.
Learning the Right Time to Step In
When you’ve delegated something to a team member and you see them headed toward a mistake that could impact customers, cost the company money, or disrupt the product, stepping in is absolutely necessary. But it’s not just about taking over. It’s about guiding them through the process so they can handle similar situations better next time.
Think of it like teaching someone how to fish. Instead of letting them drown in an unfamiliar task, invite them to shadow you. This allows you to guide them through your thought process, share the steps you would take to course-correct, and ensure they’re learning without you fully taking over the project. This way, they get the benefit of your experience, and next time, they’re equipped to handle it on their own.
When to Let Them Struggle (Safely)
Of course, there are times when letting a team member navigate the waters on their own is the best way for them to grow. When the consequences aren’t dire—when it’s a lower-stakes project or task—giving them room to make mistakes can be incredibly valuable. It fosters resilience, problem-solving skills, and a sense of ownership.
In these instances, let them struggle a bit but check in along the way. You can even give them light guidance by asking questions like, “What’s your plan if this happens?” or “Do you have a backup if things don’t go as expected?” By nudging them to think ahead, you empower them to troubleshoot without feeling like you’re hovering.
Why It’s an Investment in Their Growth
Ultimately, knowing when to step in or hold back is an investment in your team’s long-term growth. Yes, stepping in can seem like extra work, and letting them fail may feel risky, but both of these approaches help you create a more resilient, capable team. If they know you’re there to guide them when things get rough, and that you trust them to learn from their mistakes, they’ll be more confident to take on bigger challenges.
If you’ve ever struggled with letting go or knowing when to intervene, this episode will give you the clarity you need to find the right balance and help your team thrive.
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Got questions about delegation and leadership? Let’s chat! Email me at hello@liagarvin.com for personalized advice on setting your team up for success.
