Delegate With Clarity, Stay Out of the Weeds
The Insight:
Delegation isn't about dumping work and disappearing. It's about creating clarity, confidence, and accountability without micromanaging.
The key is making the task clear, the outcomes visible, and your support predictable. When people understand the what, why, and how much authority they have, they take genuine ownership.
Most delegation fails at: unclear expectations, missing context about why it matters, no capacity discussion, or absent check-in structure.
The Tool: Delegation Checklist
4 steps to try now
01.
Set the Brief with Clarity and Precision
Define
Outline the task, scope, and desired results with specificity. Clarify how success will be assessed and when key deadlines fall.
Be concrete about what "good" looks like: say "create a 10-slide deck with market analysis, three solution options with pros/cons, and clear pricing - due Friday."
Define boundaries: budget limits, approvals, and decision rights. Ask: "What questions do you have?"
02.
Share the Context and Purpose
Frame
Explain why this matters and how it connects to bigger goals. "This presentation shapes whether we win a £200K contract, and it's a chance to develop skills you want to build."
When people see the purpose, they make better decisions when you're unavailable and invest more effort because they understand the stakes. Frame delegation as development opportunity.
03.
Check Capacity and Prioritise Together
Prioritise
Only after they understand the task, ask about bandwidth: "Given your current workload, is this realistic?"
If they're swamped, help reprioritise or redistribute existing work rather than piling more on. Ask: "What should we move off your plate?"
This signals you care about sustainability, not just task completion mad prevents poor-quality work.
04.
Agree on Check-In Rhythm and Escalation Triggers
Schedule
Don't wait until the deadline to check progress. Schedule milestone-based check-ins:
Set early checkpoints to catch issues before they compound. Be explicit about escalation: "If the budget exceeds £5K or the client changes the brief, come to me immediately." This creates structure without micromanaging.
Why it works
This approach removes ambiguity, aligns expectations, and builds accountability without hovering. People need clarity to act with confidence, and structured support to take appropriate risks without fear of failure.
Use it when
You're delegating projects you care deeply about and want done well without constant oversight, handing off new responsibilities to develop team members, or noticing that previous delegation attempts have required rescue missions.
Bonus tip
End the conversation with a confidence boost. Say why you've chosen them specifically for this task and what strengths you're counting on: "I'm delegating this to you because of your strong analytical thinking and ability to simplify complex ideas - exactly what this client needs." This signals trust and builds motivation.
