I’ll be the first to admit that I am a huge control freak. For reasons I have yet to unpack, I have a hard time asking for help even when I’m drowning in incomplete tasks. When I took my first manager job last year, I knew that I would have to invest some time and energy in learning how to delegate effectively.
I quickly found out that I’m not alone; when you search for variations of “how to delegate”, the number of results is more overwhelming than my to-do list.
My main take-home message from all of that content and research is that when done well, delegation empowers your team, increases efficiency, and frees you to focus on higher-level work. When done poorly, it can lead to frustration, burnout, and missed deadlines.
In this post, we’ll explore common delegation challenges and offer practical solutions you can apply immediately. Along the way, I’ll share some of my own experiences with delegation—both the struggles and the successes.
Why Delegation Matters
Before we dive into the difficulties, it’s worth remembering why delegation is so important:
- Enhances productivity: By assigning tasks to others, you create space to focus on strategic priorities.
- Develops team skills: Delegating gives others opportunities to learn, grow, and take ownership.
- Builds trust: Effective delegation demonstrates that you trust your team’s abilities.
- Prevents burnout: You can’t (and shouldn’t) do everything yourself.
Common Challenges of Delegation
Even when we know delegation is beneficial, many of us struggle to let go. Here are the most frequent roadblocks leaders encounter:
1. Fear of Losing Control
Letting go of a task can feel risky, especially if you’re concerned about quality. You may think, “It’s faster if I just do it myself,” or worry that someone won’t meet your standards.
2. Lack of Trust
If you’re unsure whether a team member has the skills or motivation to succeed, it’s natural to hesitate. But holding on to tasks reinforces a cycle where people never get a chance to prove themselves.
3. Unclear Expectations
When directions are vague or incomplete, people are set up to fail. Without clarity on what success looks like, they may waste time or produce something misaligned with your goals.
4. Time Pressures
Delegation often takes time upfront, whether for training, explanation, or follow-up. In the short term, it may seem faster to do it yourself, even if that adds to your long-term burden.
5. Lack of Training or Resources
Sometimes the problem isn’t the person – it’s the lack of tools, context, or support. Delegation without proper preparation can cause confusion and resentment.
How to Overcome Delegation Challenges
If any of the above sounds familiar, you’re not alone. The good news is that delegation is a skill, not an innate trait. Here are some practical ways to improve:
1. Start Small
Choose one or two lower-stakes tasks to delegate and build from there. This allows you and your team to develop trust without high pressure.
2. Match Tasks to Strengths
Consider each team member’s skills, interests, and capacity. Delegating tasks aligned with their strengths increases the chance of success and engagement.
3. Set Clear Expectations
Always clarify:
- What the task is
- Why it matters
- What the finished product should look like
- When it’s due
- What decisions they can make on their own
Use checklists or templates if needed to reinforce expectations.
4. Use the 70% Rule
If someone can do a task at least 70% as well as you, it’s worth delegating. You can coach them on the remaining 30%, and they’ll likely improve over time.
5. Offer Support, Not Micromanagement
Provide check-in points or regular updates but avoid hovering. Encourage questions, offer feedback, and be available if needed, without taking over.
6. Invest in Training and Resources
If someone isn’t ready for a task, think about what training or tools they need. Delegation isn’t just about offloading work; it’s about setting people up to succeed.
Final Thoughts
Delegation can feel uncomfortable at first, but as I quickly learned, it’s a key ingredient for sustainable leadership. By identifying your sticking points and applying practical solutions, you can become a more effective delegator and build a stronger, more capable team in the process.
Kathryn Vela 