It’s easier to do it myself.

It’s easier to do it myself.

Delegation—it’s a word that often sparks a mix of anxiety and frustration. I’ve had countless conversations with leaders who confess their struggle with it. “It’s easier to do it myself,” they say. “I just don’t trust anyone else to get it right.” Or, “The last time I delegated, it didn’t turn out so well.” Sound familiar?

Here’s the thing—these concerns are 100% valid. I’ve been there myself (many times). But what I’ve discovered is that delegation becomes much easier and more effective when you have an approach, a strategy in place, and a set of clear expectations—not just for the person you’re delegating to, but for yourself as a leader.

Do you have a delegation approach? Here’s mine:

When you delegate, think of it as a process of incremental improvement. The first time, they might get you 20% of the way there. The second time, maybe 40%. With each repetition, they’ll improve until they’re hitting 80% or even 100%. Yes, it takes some upfront effort (which can be a turnoff), but imagine the freedom you’ll gain once they’re handling things independently. That’s time you get back to focus on higher-level tasks or to simply breathe a little easier. Rinse and repeat.

Here’s my four-step strategy for effective delegation:

1. Explain the What and Why: Before handing off a task, I always start by explaining exactly what it is and why I think the person is a great fit for it. This isn’t just about logistics—it’s about connecting the dots for them and showing that you’ve considered their strengths and interests.Note: You MUST ask whether they actually want to take on this task. Watch their non-verbal cues. If they aren’t excited right out of the gate, it might take more time to hand off the task or process.

2. Show and Tell: When it’s time to pass the torch, I slow down and talk through every step while they watch me do it. I mean really talk through it, verbalizing my thought process so they get the full picture and understand my justification for each step.Note: After I have them watch me, I ask a few questions to gauge their interest and knowledge: What looked easy? What seemed more challenging? What will it be like for you to learn this?

3. Do It Together: Next, we tackle the task side by side. They take the lead, but I’m right there, offering guidance, correcting course if needed, and ensuring they’re absorbing the process.Note: Again, I ask—What was easy? What was challenging? What will take the most time to learn? What would you do differently next time? This helps to pinpoint what they know, what they don’t know, and what they want to know.

4. Trust, but Verify: Finally, I let them fly solo—but with a safety net. I check in, review their work, and provide feedback. They know upfront that this is part of the process, so it doesn’t feel like micromanagement, but rather a collaborative effort to get it right.

   
   

I know this can feel like extra work at first, but trust me—it pays off. Once someone masters a task, they own it, and you’ve just multiplied your capacity as a leader.

Delegation isn’t just about offloading tasks; it’s about developing your team and maximizing their potential.

So, yes, delegation is hard, but with the right strategy and expectations, you can make it work for you. Keep pushing through—it’s worth it.

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