When Skill Gaps Mask Deeper Beliefs:
Leaders often come to coaching conversations frustrated with their inability to delegate effectively. They believe they just need a better method—or more confidence—and things will improve.
But often, delegation struggles are not about skill. They’re about belief.
Before you can delegate well, you need to explore what you believe about control, identity, trust, and failure. These inner assumptions quietly shape your choices, no matter how much training you’ve had. This is the “vertical” development that we discuss at length in our leadership academy.
What Gets in the Way
Here are just a few of the beliefs that sabotage delegation:
- “No one can do it as well as I can.”
- “If something goes wrong, I’ll be blamed.”
- “Delegating feels like dumping. I want people to like me.”
These thoughts may sound logical, but they’re often fueled by fear—fear of being seen as dispensable, of losing respect, or of being disconnected from your team. Until these deeper beliefs are surfaced and challenged, even the best delegation frameworks won’t stick.
Why Delegation Is a Leadership Imperative
Delegation isn’t just about offloading tasks—it’s a leadership responsibility. At its core, delegation is the shared transfer of authority, responsibility, and accountability between two or more people.
- Authority: The right to make decisions and take action
- Responsibility: The obligation to follow through
- Accountability: The requirement to answer for results
To lead well, you must delegate well. And to delegate well, you must develop others—because leadership is about building people, not just completing tasks.
The 9 Principles of Delegation
Once you’ve explored and challenged the beliefs that block you, you’re ready to put structure around your delegation process. These nine principles are a practical framework to guide you:
1. Delegate the Right Task
Do delegate:
- Routine tasks
- Tasks you’ve delayed or struggled with
- Unplanned or unexpected needs
- Tasks you dislike but others might enjoy
Don’t delegate:
- Confidential matters
- High-risk or mission-critical decisions
- Core supervisory responsibilities
Start by listing your tasks. Which can be delegated using the criteria above? Pick one or two to start.
2. Delegate to the Right Person
Choose someone who is:
- Competent
- Ready and willing
- Confident
- Credible with others
3. Clearly Define the Responsibility
Clarify:
- What needs to be done
- By when, with whom, and to what standard
- What support/training they’ll need
4. Delegate Adequate Authority
Responsibility without authority leads to frustration.
Let them know:
- What decisions can they make
- Whether they need approval before acting
- Who else needs to be informed
5. Get Agreement
Delegation isn’t a dump—it’s a conversation.
Make sure the person accepts the assignment willingly.
6. Demand Accountability
Make it clear:
- Results will be evaluated
- Accountability is part of the trust equation
7. Establish Feedback Mechanisms
Set milestones, determine how and when you’ll check in, and balance support with space.
8. Provide for Emergencies—Keep an Open Door
Let go without disappearing.
- Allow space for self-correction
- Stay accessible for unexpected issues
- Tolerate different (but effective) approaches
9.Reward Accomplishments
- Acknowledge progress
- Celebrating completed work that meets standards
- Offer constructive feedback
- Ask for the employee’s perspective, too
Prevent Reverse Delegation
Reverse delegation is when the task bounces back to the leader. Resist the temptation to take it back. Instead, empower your team by coaching them through the issue:
- Ask for a clear summary of the problem
- Help them explore alternatives
- Encourage them to recommend a solution—and explain why
The Leadership Shift
Delegation is not just a tool for efficiency. It’s a discipline of trust, growth, and self-awareness. You must examine your beliefs before you apply a process—and once you’re clear, use the process with intention.
Remember:
- Your job is to make sure the work gets done—not to do it all yourself.
- Delegation creates development—for you and for your team.
- Effective delegation frees your energy for what matters most.
