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Delegate to Elevate!

Let’s face it—no one likes a micromanager. And yet, many managers struggle to let go. Whether it's a fear that the job won’t be done right, concerns about job security, or the classic “it’s just faster if I do it myself,” the truth is this: failing to delegate limits your effectiveness and stifles your team’s growth.


Delegation isn’t just a time-management trick—it’s a leadership skill. When done right, it creates development opportunities for others, builds trust, and frees you up to focus on strategic priorities. So, how are you doing with delegation?


Quick Delegation Self-Check

On a scale of 1 to 5, how would you rate yourself on the following?

  • I delegate appropriate tasks regularly.

  • I delegate whole tasks, not just fragments.

  • I delegate to people who can do—or almost do—the work.

  • I use mistakes as learning opportunities.

  • I share clear expectations and timeframes.

  • I provide direction and regular check-ins.

  • I’m transparent about expectations and consequences.


If you scored low on a few of these, you’re not alone. This seems to be a common problem from what I hear in Leadership Training sessions. Let’s walk through how to build better delegation habits.


🚧 What Holds Leaders Back?

Here are a few common delegation roadblocks:

  • Perfectionism: “They won’t do it as well as I do.”

  • Trust Issues: “Will they follow through?”

  • Insecurity: “If I give too much away, will I seem less valuable?”

  • Time Pressure: “It takes too long to train someone.”

Sound familiar? These are valid concerns—but they’re also fixable.


5 Steps to Effective Delegation

Step 1: Decide What to Delegate

Not everything should stay on your plate. Start by tracking your tasks for a few weeks and asking:

  • Does this task offer growth for someone else?

  • Is this a recurring task?

  • Could someone else take this on with the right information?

  • Is it more tactical than strategic?

👉 Tip: Delegate full tasks, not just parts. It promotes ownership and keeps you from getting pulled back in.


Step 2: Choose the Right Person

Look for someone who can do—or almost do—the work. Think about:

  • Their current workload

  • Their strengths and areas for growth

  • Whether this task could be a stretch opportunity

If delegating outside your team, be sure to navigate any needed approvals and offer to return the favor.


Step 3: Assign the Task with Intention

Don't just say, “You’re doing the weekly reports now.” Explain the why and the benefits—both for them and the team.

Example:

Susan, your Excel skills and accuracy are excellent. I'd like you to take over the weekly reports to help grow those skills while giving me time to focus on strategy. How does that sound?”

Step 4: Set Clear Expectations and Provide Support

  • Provide training and break the task into steps.

  • Clarify deadlines, goals, resources, and decision rights.

  • Allow autonomy in how the task gets done. It boosts engagement and problem-solving.


Step 5: Follow Up and Give Feedback

  • Set regular check-ins.

  • Use mistakes as learning moments.

  • Stay connected in a way that works for both of you (email, chat, quick calls).


💡 Final Thought

Delegation is one of the most powerful tools in your leadership toolkit—but only if you use it well. By letting go of the right things in the right way, you’re not giving up control—you’re building capability, trust, and capacity in your team.


Take a deep breath, hand something off, and watch your team rise.


If you'd like training on delegation and other key leadership topics, reach out to leslie@influencehrconsulting.com


 
 
 

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