The ability to successfully delegate is a hallmark of great leadership. Do it well and you can create an organization far greater than the sum of its parts. Do it poorly, and not only will the work get bungled, but there will be morale issues to contend with as well.

Because good delegation is a skill, it can be honed and improved. When refining your delegation skills and those of your management team, be on the lookout for these seven deadly sins of delegation. Just one infraction can kill the possibility for positive outcomes.

1. Lack of equal opportunity. Constantly delegating assignments to the same one or two individuals is a bad practice that borders on favoritism. It overloads your organization’s best personnel and discourages remaining teammates. Give every individual the chance for professional development through delegation. Match the assignments to employees’ skill sets to help ensure their success.
   
   
2. Lack of authority. Delegating a project without delegating authority is an empty measure. Employees must be given the authority to succeed. That includes the ability to gather information, use company resources, and enlist assistance from others.
   
   
3. Micromanagement. Delegation requires trusting others to make important decisions and letting them gain valuable knowledge and experience without giving them constant input. Once you’ve delegated a project, it’s hands off. Allow enough space for employees to exercise their judgment and use their talents. If you’ve wisely matched the task to the individual and clearly spelled out the expectations, you should be able to monitor at arm’s length to ensure the job is done correctly.
   
   
4. Assignment dumping. At the other end of the spectrum is dumping an assignment on an employee without providing proper preparation, training, or coaching. Remember that even though you’ve handed off a task, it’s still your responsibility to ensure the timely completion and success of any delegated project. Be supportive and available for questions, and request periodic progress reports.
   
   
5. Assignment take-backs. Retracting a project – or worse, reassigning it to someone else – causes frustration and disappointment. When work is repeatedly assigned and then taken back, a pattern of distrust emerges that inadvertently sabotages the business.
   
   
6. Tunnel vision. Everyone brings a unique perspective and approach to the job. An employee may perform a delegated task differently than his supervisor might, and may take longer to complete the assignment given that he or she is still learning. Always allow individuals to use their unique strengths and attributes to complete projects.
   
   
7. Credit hoarding. Delegation is an opportunity to help employees grow. It develops staff capabilities and enriches job satisfaction. Refusing to acknowledge employee efforts only undermines future results. Instead, be generous in your gratitude and recognition. It will go a long way in building their confidence and yours.