b'Great business managers tend to be people who pause and think things through, rather than just going with their gut and trusting their intuition, he says. They are active planners, engaged listeners, and humble learners who never assume they know all they need to know.Sharing the LoadNo matter how competent and capable a leader, a business cant succeed on one persons skills alone. A true leader excels in building and empowering an effective team. When it comes to delegating tasks to employees, White says a leader needs to understand what each of their team members is able to do well. That understanding comes through consistent and verifiable demonstration, and consideration of each staff persons unique priorities and personality. It is imperative to factor in [team members] developmental needs, potential, and work preferences, he says. Lemoine agrees. He says delegating tasks to employees requires thoughtful consideration of employees skillsets, strengths and weaknesses, not just the leader or leaders to-do list.Often when managers delegate tasks, the reason is simply to move some things off their own plate to free up time for other, more important tasks, he says. Theres nothing neces-Elaine Froese of Boissevain Select Seeds credits the companys successsarily wrong with that logicto a pointbut if employees with its collaborative management style. believe the only reason theyre being entrusted with responsibil-Photo: Boissevain Select Seeds ities is to make their managers life easier, many of the benefits of delegation go unrealized.Once decisions about delegation are made, communication is key. Once a match has been identified, its important to have alignment on ways of working, decision-making authority, responsibility, timelines, resource needs and success metrics associated with the task, says White. Beyond this, recurring open lines of communication ensure transparency and mutual, timely constructive feedback. White says delegation is also especially important not only when it comes to building new leaders, but also as a way of building company culture. For new leaders, [delegation] represents managerial and organizational trust that they canand willmake the right decisions; supported by guiding values of creativity, open-ness, responsibility, and entrepreneurialism, he says. Further, it supports identification and development of potential, strengths, competencies, and capabilities. It is a visible demon-stration of strategic prioritization meaning all leaders/employees know where to put their time, effort, and energy to accelerate business goals and objectives. The most effective delegation occurs when leaders maintain an agile and flexible leadership style, White adds, allowing them to effectively coach employees to the degree needed. Lance Stockbrugger is a strong believer in leading by James Lemoine, an Associate Professor and Faculty Director ofexample. Stockbrugger is a chartered professional accountant the Center for Leadership and Organizational Effectiveness at thewho also owns and operates a 4,000-acre cereal and oilseed University at Buffalo School of Management, says it is important tofarm near Englefeld, Sask., with his brother and their families. delegate tasks to employees thoughtfully and consider their uniqueDelegation is important, he says, but leadership also depends skillsets, strengths and priorities.on an everyone participates attitude.Photo: James Lemoine No task is below anyone working in the business, he says. NOVEMBER 2023GERMINATION.CA 35'