Key Takeaways from this article

• Delegation is essential for leadership growth – It allows leaders to focus on strategic initiatives while developing their team.

• Empowers employees and builds trust – Giving team members responsibility increases motivation and engagement.

• Increases efficiency and productivity – Delegating routine tasks enables faster decision-making and reduces bottlenecks.

• Encourages innovation – Empowered employees bring fresh perspectives and creative problem-solving.

• Avoids burnout – Leaders who delegate effectively avoid becoming overwhelmed and make better decisions.

Do you struggle to let go…?

When I first stepped into a leadership role, I quickly realised that the skills that had got me there weren’t the ones that would help me stay there!. One of the biggest challenges I faced was delegation—the art of entrusting tasks to others and letting go of the need to do everything myself.

At first, I resisted delegation. I worried about losing control, slowing down progress, and, frankly, whether others could do things the “right way” (a.k.a. my way). But over time, I learned that delegation isn’t about dumping tasks on others—it’s a strategic leadership tool that empowers, develops, and strengthens a team.

In this blog, I’ll walk you through what I’ve learned about delegation, the benefits, the mistakes I made, and how you can master this crucial skill.

Understanding Delegation: More than just assigning tasks

Delegation means giving someone responsibility and authority over a task while still retaining accountability for the outcome. It’s about shifting from doing to leading, which is one of the hardest transitions in leadership.

Levels of Delegation
There are different levels of “letting go,” and knowing which one to apply is key:

1. Just do it – The person takes full responsibility, no need to report back.
2. Do it and tell me afterward – They complete the task and provide a recap.
3. Plan it and check with me before doing it – I approve their approach before they act.
4. Consult with me before planning and keep me informed – We discuss before they even create a plan.
   
   Understanding which level to use for different people and situations makes delegation more effective.

Why Delegation is a game-changer

Once I embraced delegation, I saw massive improvements in both my effectiveness as a leader and my team’s engagement. Here’s why:

It increased efficiency and productivity
Delegating routine tasks freed me up to focus on big-picture strategy, rather than getting bogged down in day-to-day operations. Research from Harvard Business Review highlights that leaders who delegate effectively can achieve higher performance with less stress.

It developed my team
I realised that by keeping all the work to myself, I was holding my team back from growing. Giving them ownership over tasks allowed them to develop new skills, gain confidence, and prepare for leadership roles themselves.

It fostered employee engagement and retention
When people feel trusted and challenged, they are far more engaged in their work. Studies show that employees who feel empowered through delegation are more committed and less likely to leave.

It sped up decision making
By allowing team members to make their own calls within delegated tasks, we avoided unnecessary delays. Research from McKinsey shows that organisations that delegate decision-making can significantly enhance business performance by improving decision quality and speed.

It led to more innovation
When people feel trusted, they bring their own ideas and creative solutions. Delegation encouraged my team to think critically rather than just execute orders.

How I learned to delegate effectively

Here’s the exact process I used to improve my delegation skills:

1. Identify what can be delegated
   • Routine tasks that don’t require my expertise
   • Tasks that align with a team member’s development goals
   • Low-priority items that take up too much of my time
   
2. Choose the right person
   • Who has the right skills?
   • Who has the potential to grow from this task?
   • Who has the capacity to take on more?
   
3. Set clear expectations
   I learned that vagueness leads to failure. Instead of just saying, “Can you handle this?” I made sure to clearly define:
   • The desired outcome
   • The deadline
   • The level of authority they have
   
4. Provide resources & support
   Delegation doesn’t mean abandonment. I ensured my team had the tools, training, and authority needed to succeed.
   
5. Avoid micromanaging
   One of my biggest mistakes early on was checking in too much. I had to trust my team and resist the urge to step in unless absolutely necessary.
   
6. Offer constructive feedback
   After a task was completed, I reviewed what worked and what could be improved. This feedback loop helped my team continuously improve.
   
7. Make it official
   Once someone successfully handled a task for a while, I made it part of their role—ensuring they had full ownership.

Common delegation mistakes (that I made so you don’t have to)

1. Delegating only the “boring” work – People want to be challenged, not just given admin work.
2. Failing to communicate expectations clearly – Ambiguity leads to poor results.
3. Micromanaging – Checking in constantly defeats the purpose of delegation.
4. Not following up – Delegation doesn’t mean forgetting about it completely.
5. Taking credit for delegated work – Always acknowledge your team’s contributions.

Final thoughts: Delegation is leadership, not laziness

If you’re struggling with delegation, I get it—I was there. But the truth is, leaders who fail to delegate limit their team’s potential and risk burnout.

Delegation isn’t about getting rid of work; it’s about multiplying your impact. When you empower your team, they grow, the organization thrives, and you free yourself to focus on what really matters.

So, if you find yourself drowning in tasks, ask yourself: What can I let go of today?

Your future self (and your team) will thank you for it.