Delegation is one of the hardest aspects of leadership to master. Whether you’re a project manager or a business owner, the struggles are strikingly similar. It boils down to the “why” behind the reluctance. Here are some common reasons:
- No one can do it better than me.
- I don’t trust anyone to do it right.
- I don’t know how to manage expectations.
- If I delegate, I’ll lose my job.
- Delegating makes me seem replaceable.
Sound familiar? Let’s dive into real-world examples and actionable solutions to break through these barriers.
Real-Life Examples of Delegation Roadblocks
The Fear of Job Loss: Recently, we helped hire two remote workers to assist an overwhelmed estimating department. Both the estimating manager and the lead estimator were swamped, missing deadlines, and stressed. Yet, when we introduced new hires to lighten their load, their immediate concern was, “What if we lose our jobs?”
Pause and think about that. These employees were drowning in work, yet saw support as a threat rather than an opportunity. This fear is common but misplaced. Delegation isn’t about replacing people—it’s about enabling them to thrive in their roles.
The Owner Stuck in Comfort Zone Work: Then there’s the business owner who clings to tasks they enjoy—often technical work that should be handed off. Sure, it’s fun to stick to your comfort zone, but every minute spent on these tasks is a minute lost from focusing on growth, strategy, and leadership. Delegation here isn’t just helpful; it’s essential.
Strategies for Effective Delegation
To overcome the hurdles of delegation, leaders need a structured approach. Here are practical tips to help:
- Ensure Competence and Willingness: Before assigning work, confirm the person is capable or willing to learn. If they’re eager but inexperienced, provide the right level of instruction and support.
- Give Clear Instructions: Set the stage for success by offering general guidance. Don’t assume people will automatically know what’s expected. Spell it out.
- Build in Buffer Time: Worried about deadlines? Allow the person to do the work with enough time for you to review and provide feedback. This way, you can course-correct if necessary.
- Schedule Check-Ins: Set milestones to review progress. This keeps the task on track and builds accountability without micromanaging.
- Use Technology to Teach: If you’re demonstrating a task online, record your screen. That way, the person can rewatch the instructions later. Better yet, ask them to draft a standard operating procedure (SOP) based on the task. Now you’ve not only delegated but also created a resource for the future.
- Embrace Progress Over Perfection: One of my favorite sayings is, “Something is better than nothing.” If you’re strapped for time, let someone else handle the first draft or initial steps. It may not be perfect, but it’s a step closer to the end goal. You can always refine it later.
The Mindset Shift
Delegation isn’t about giving up control; it’s about empowering others and creating space for growth—both theirs and yours. As a leader, your role isn’t to do all the work but to enable your team to succeed. The more you trust and invest in others, the stronger your team becomes.
So, next time you’re tempted to do it all yourself, ask: What’s the bigger cost? Holding on to everything or creating a team that thrives without being dependent on you?
