Delegation

Don’t Try to Do It All Yourself - Every good leader knows that trying to do everything alone is a losing battle. Delegation isn’t about dumping tasks; it’s about distributing them in a way that benefits everyone. The goal isn’t to get rid of work—it’s to empower your team and build a more effective workplace.

Let’s break it down, step by step, to understand how to delegate like a pro.

Lesson 1: Knowing What to Delegate

It’s easy to feel like you need to have your hands in everything, especially when you’re in charge. After all, if you want something done right, you might feel you need to do it yourself. But here’s the thing: if you try to control everything, you’re setting yourself up for burnout.

Why Delegation Matters: Delegating isn’t just about lightening your load—it’s about being strategic. You need to know which tasks actually need your attention and which ones can be handled by someone else. Think of your role as a leader. Your main job is to steer the ship, not scrub the decks. By passing off certain tasks, you can focus on the bigger picture: growth, strategy, and making sure the whole team is moving forward.

What to Delegate:

1. Repetitive tasks: If something can be turned into a repeatable process, it can likely be delegated. Examples include generating reports, scheduling meetings, or managing routine communications.
2. Tasks that develop your team: Delegating isn’t just about offloading work; it’s also about helping your team grow. Assign tasks that challenge your team members and help them build new skills.
3. Tasks others are more qualified for: Sometimes, someone on your team is simply better suited for the job than you. Lean on their expertise instead of trying to become an expert in everything.

What Not to Delegate:

1. High-level decisions: As a leader, big-picture decisions still need your attention. This is where your unique perspective comes in.
2. Sensitive tasks: Some things—like salary discussions or performance reviews—are best handled by you. These are the kind of tasks that require your direct involvement.

Anecdote on Delegation: I once worked with a boss who was a self-proclaimed control freak. He was always working late, juggling tasks that should’ve been passed off to others. It wasn’t long before he started burning out, and the entire team felt the effects. Once he started delegating, the change was incredible. Not only did the team feel more empowered, but the boss himself was finally able to focus on the big-picture decisions that actually needed his attention.

Key Takeaway: Delegation starts with identifying what tasks can be handed off. Free yourself from the small stuff, so you can focus on what really matters.

Lesson 2: Trusting Your Team

Here’s where a lot of bosses hit a roadblock: they’re willing to delegate tasks, but they’re not willing to actually let go. Instead, they end up micromanaging, checking in every five minutes, and giving so much feedback that it’s like they’re still doing the task themselves.

Why Trust is Key: Delegation without trust is like handing over the steering wheel and then grabbing it back at every turn. You’re not letting your team take ownership of their work, and that kills motivation. Micromanagement tells your team one thing loud and clear: “I don’t trust you to get this done.”

Trusting your team means stepping back and letting them handle the task in their own way. They might not do it exactly how you would, but that’s okay. As long as the results are there, does it matter if they took a slightly different path?

How to Build Trust:

1. Set clear expectations: Before handing off a task, be clear about what you expect. Give your team all the information they need, and then let them take the reins.
2. Give them space: Once you’ve handed off a task, step back. Check in occasionally, but don’t hover. Trust that they’ll come to you if they need help.
3. Be supportive, not controlling: Your role is to offer guidance, not to dictate every move. If they make a mistake, treat it as a learning opportunity rather than a failure.

Trusting Your Team Anecdote: I had a boss once who would give us assignments, but then follow up every hour asking for updates. It was frustrating, and it made me feel like he didn’t trust me to do the job right. When I became a leader, I promised myself I wouldn’t be that person. Sure, I check in with my team, but I trust them to handle things without me breathing down their necks. And you know what? They consistently deliver great results—because they feel empowered to own their work.

Key Takeaway: Delegation without trust isn’t really delegation. When you let your team take ownership, they’ll feel more motivated, confident, and capable.

Lesson 3: Letting Go of Perfectionism

Perfectionism is a trap. It’s easy to fall into, especially if you care deeply about the quality of work your team puts out. But chasing perfection in every task, at every moment, will drive you—and your team—crazy.

Here’s the thing: no one is perfect. Not you, not your team. And that’s okay. In fact, it’s better to aim for progress rather than perfection. When you delegate, things might not get done exactly how you would’ve done them. There might be minor differences or even small mistakes. But if the overall result is good, that’s what matters.

Why Perfectionism Hurts More Than It Helps:

• It slows everything down: When you’re constantly nitpicking or redoing tasks to make them “perfect,” progress grinds to a halt.
• It demoralizes your team: If your team feels like nothing they do is ever good enough, they’ll stop trying. They’ll become disengaged and start doing the bare minimum.
• It keeps you stuck in the weeds: If you’re always reworking other people’s tasks, you won’t have time to focus on the bigger picture.

How to Let Go of Perfectionism:

1. Focus on the bigger picture: Ask yourself, “Does this really need to be perfect?” Often, the answer is no. As long as the work meets the necessary standards, that’s enough.
2. Embrace mistakes: Mistakes are part of learning. When your team makes a mistake, use it as an opportunity to teach, rather than a reason to take the task back.
3. Prioritize progress over perfection: Remember that done is better than perfect. If a task is 90% there, it’s usually good enough to move forward.

Perfectionism Anecdote: I once had a coworker who would redo every task her team handed in, even if it was just to tweak a few words. She’d stay late at the office every night, exhausted, while her team became increasingly frustrated. The result? Projects were always behind schedule, and morale was at an all-time low. When she finally started letting go of her perfectionist tendencies, everything improved. Her team felt more trusted, deadlines were met, and the work was still top-notch.

Key Takeaway: Let go of the need for everything to be perfect. Trust your team to get the job done, even if it’s not exactly how you would’ve done it.

Lesson 4: Giving Credit Where It’s Due

Delegating is a two-way street. If your team does a great job, they deserve to be recognized for it. Nothing kills morale faster than a boss who takes credit for their team’s hard work. On the flip side, giving credit where it’s due builds trust, boosts morale, and makes your team feel valued.

Why Recognition Matters:

• It motivates your team: When people feel appreciated, they’re more likely to go the extra mile.
• It builds loyalty: A team that feels valued will stick around. They’ll be more invested in the work, and more committed to you as a leader.
• It fosters a positive work environment: When credit is shared, it creates a culture of collaboration and mutual respect.

How to Give Credit:

1. Be specific: Don’t just say, “Good job.” Be specific about what they did well. For example, “I really appreciate how you handled that client issue—it was resolved quickly and professionally.”
2. Share the spotlight: If a project goes well, make sure your team gets the recognition they deserve. This could be a shout-out in a meeting, an email to higher-ups, or even a public post on your company’s internal platform.
3. Celebrate wins, big and small: Recognition doesn’t have to be reserved for major accomplishments. Even small wins deserve to be celebrated.

Credit-Giving Anecdote: I once worked for a boss who made a point to recognize every little thing the team did well. Whether it was meeting a tough deadline or just offering support to a coworker, he never missed a chance to give credit. It might sound like a small thing, but it made a huge difference in how we felt about our work. We were more motivated, more engaged, and more willing to go the extra mile.

Key Takeaway: Giving credit where it’s due isn’t just a nice thing to do—it’s essential for keeping your team motivated and engaged.

Lesson 5: The Ripple Effect of Good Delegation

Delegation doesn’t just benefit you—it has a ripple effect that impacts your entire team. When done right, delegating tasks builds confidence, fosters skill development, and encourages independence. Over time, your team becomes more capable, which means they can take on even bigger challenges. This allows you to focus on higher-level tasks and strategy, knowing your team has things under control.

The Benefits of Good Delegation:

• Builds confidence: When you trust your team with important tasks, they gain confidence in their abilities.
• Fosters growth: Delegating challenging tasks gives your team a chance to learn new skills and grow in their roles.
• Encourages independence: Over time, your team will become more self-sufficient, which means you won’t have to oversee every little detail.

The Ripple Effect Anecdote: I once worked for a manager who was a master of delegation. He trusted us with challenging projects, gave us the resources we needed, and then stepped back. At first, we were nervous, but over time, we became more confident and capable. Eventually, we were able to handle most projects without much oversight, which freed him up to focus on the company’s growth strategy. The whole team thrived because of it.

Key Takeaway: Good delegation has a lasting impact. It helps your team grow, become more confident, and take on bigger responsibilities, which ultimately benefits everyone.

Wrapping Up Delegation – Don’t Try to Do It All Yourself

Here’s what we’ve covered:

1. Know What to Delegate – Identify which tasks truly need your attention and which ones can be passed off to others.
2. Trust Your Team – Delegation only works if you trust your team to get the job done without hovering over them.
3. Let Go of Perfectionism – Not everything needs to be perfect. Focus on progress and let your team learn from their mistakes.
4. Give Credit Where It’s Due – Recognize your team’s hard work and celebrate their successes.
5. Embrace the Ripple Effect of Delegation – Over time, good delegation helps your team grow into a more confident and capable unit.

Final Thoughts

Delegation isn’t just about handing off tasks—it’s about building trust, fostering growth, and creating a team that can function independently. When you delegate effectively, you’re not just lightening your workload—you’re helping your team develop the skills and confidence they need to succeed.