Let It Go (Without Losing Control): The Real Talk on Delegation
If the idea of delegation makes you sweat a little, you’re not alone.
For many leaders, especially the driven, do-it-all types, handing off tasks can feel like tossing your to-do list into the wind and hoping it lands in perfect order.
But here’s the good news: Delegation doesn’t mean losing control. It means leveling up your leadership.
Why Delegation Feels So Hard
Let’s talk about the real reasons delegation makes us twitch:
“It’s faster if I just do it myself.”
(Maybe today. But are you planning to do it forever?)“No one will do it the way I would.”
(True and sometimes that’s a very good thing.)“I don’t want to burden my team.”
(You’re not burdening them, you’re trusting them.)“I feel guilty asking for help.”
(Friendly reminder: Leadership ≠ martyrdom.)
Sound familiar? These inner scripts are normal. But they’re also keeping you from the real work of leading.
What Delegation Actually Is
Delegation isn’t about dumping tasks. It’s about growing people.
Think of it like tending a garden:
Prep the soil (give context)
Plant the seed (set clear expectations)
Water it (check in with support)
Let it grow (without yanking it out of the ground every day)
When you delegate well, you don’t just lighten your load, you grow the skills, confidence, and ownership of your team.
6 Best Practices for Delegating Without Losing Sleep
1. Choose Wisely
Delegate work that:
Isn’t in your zone of genius
Will develop someone’s skills
Is time-consuming or repetitive
Keep the high-stakes stuff (strategy, coaching, decisions) where it belongs—with you.
2. Know Your Why
Are you delegating to:
Free up your time?
Grow someone’s skills?
Focus on higher-priority work?
Being clear on your why helps guide the who, what, and how.
3. Pick the Right Person
Ask yourself:
Who’s ready to stretch?
Who has the bandwidth?
Who’s eager to grow?
Start small if you’re nervous. “Delegation lite” is still delegation.
4. Set Them Up to Succeed
Be ridiculously clear:
What does “done well” look like?
What’s the deadline?
What tools/resources do they need?
How often should they check in?
Ambiguity is the enemy of autonomy.
5. Coach, Don’t Micromanage
Let them own it. Stay available. Ask questions instead of giving answers. Resist the urge to jump in and “fix it.”
Your job is to support, not hover.
6. Close the Loop
Once the work is done:
Celebrate success
Debrief honestly
Express real appreciation
That’s how trust—and capacity—gets built.
Delegation = Development
If you want to scale your leadership, you can’t do it all.
Delegation isn’t weakness. It’s wisdom.
So next time you find yourself muttering “it’s just easier if I do it…”—pause. Delegate with purpose. Let it go (a little). And watch your team grow right along with you.
Ready to Build a Delegation Muscle?
If you’re tired of being the bottleneck, or just need a fresh approach to letting go, coaching can help. I work with leaders who want to develop trust, empower their teams, and lead with more confidence and less overwhelm.
