The Challenge of Delegation: Why It’s Hard, Why It Matters, and How to Do It Well
Delegation. It’s one of those skills that sounds simple in theory but often feels deeply complex in practice - especially for leaders who care about the work, their team, and their reputation. I recently had a coaching conversation with a client that brought this to life. We were talking about their team’s development and productivity, and a theme emerged that I see regularly: the belief that leaders must be the expert in everything. That they must firm up every process, perfect every system, and be fully across all the moving parts before handing anything over.
At the heart of this is often fear. Fear of not being seen as competent. Fear of losing control. Fear of burdening others. For many, there's a deeply embedded story that “if I haven’t done it myself, I haven’t earned the right to lead it.”
But here's the thing - this mindset becomes a bottleneck. Leaders who hold tightly to every task, decision, and detail can quickly become the biggest handbrake on their team’s progress.
The Hidden Power of Delegation
Delegation isn't about dropping work on someone else’s desk. It’s about shared ownership. When done well, it empowers people, builds capability, and strengthens team cohesion. It signals trust. It opens space for innovation. And it allows the leader to focus on the work that only they can do - the strategic, visionary, or high-impact tasks that move the whole team forward.
Think of it like this: if you want your team to be a powerhouse, it can’t be driven by the force of one person’s energy alone. True collective strength comes when every person is contributing their unique strengths, ideas, and efforts toward a shared goal.
Why It’s Hard to Let Go
So, if delegation is so valuable, why is it still so hard? Some common reasons leaders struggle to delegate include:
Perfectionism: “They won’t do it the way I would.”
Time pressure: “It’s quicker if I just do it myself.”
Fear of judgment: “What if something goes wrong? It’ll reflect poorly on me.”
Identity and ego: “If I let this go, what’s my value?”
Lack of trust or confidence: in the team or in their readiness.
While these concerns are valid, they can be addressed - often with just a few shifts in mindset and practice.
Three Practical Tips for Delegating Effectively
Start with clarity. Ensure you and your team are aligned on the broader vision, goals, and expectations. Delegation works best when people understand the “why” and the intended outcomes. This helps them make decisions along the way that stay in line with the broader strategy.
Match tasks to people. Think about each team member’s development edge, interests, and strengths. Delegation doesn’t just lighten your load - it’s a powerful development opportunity. Handing over a task that stretches someone just enough can grow confidence, skills, and motivation.
Support the handover. Different people need different things to succeed. Some might need clear process steps or check-ins; others might need encouragement to back their own judgment. Delegation isn’t abdication - it’s about passing the baton with the support they need to run their leg of the race well.
A Reflection from My Own Coaching Practice
In working with leaders, I’ve seen the incredible shift that happens when they start to delegate meaningfully. One client shared how freeing it felt to finally let go of a task they’d been holding onto for years - only to watch their team member thrive with it, bringing in fresh ideas and energy. It boosted the individual’s confidence, improved the team dynamic, and gave the leader more headspace for strategic work.
In another instance, a leader was feeling stretched and frustrated, unaware that their team was actually eager for more responsibility. A few coaching conversations helped reframe delegation as an investment in people rather than a risk - and the results were almost immediate.
Your Turn: What’s Holding You Back?
If you find yourself hesitant to delegate, ask yourself: What story am I telling myself about why I need to hold onto this? And what might be possible - for me, for my team, and for our impact - if I let go a little?
Delegation isn’t about doing less. It’s about enabling more.
And if you’re finding it hard to make that shift, a coaching conversation might help you unpack what’s getting in the way - and how you can lead more effectively through others.
Curious? Let’s talk.
Keep well,
Vicki
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If you would like further information or to arrange some support in building this skill please don’t hesitate to contact me. I look forward to helping you build your success your way.
Yours in success,
Vicki
