Delegation Is Not About Letting Go — It’s About Taking Control

We’ve been sold a lie.

“Just delegate more.” “Let go and trust your team.” “Stop being the bottleneck.”

Sounds great. But most of the advice on delegation is either vague or downright dangerous. Because if you let go without structure, clarity, or boundaries — things fall apart fast.

Delegation isn’t about trust falls and blind faith. It’s about control. Not micromanagement, but real, structured control over the outcomes you need.

And that’s why most leaders get it wrong. They hand over tasks without handing over the right tools, context, or decision-making framework. Then they’re shocked when it blows up — and they go back to doing everything themselves.

I’ve seen this pattern a hundred times. That’s why I built the Delegation Planner — a no-fluff tool to help you delegate like a leader, not like a gambler.

Step 1: Clarity Over Comfort

Most people delegate to get things off their plate. That’s the wrong goal.

Your first job isn’t to hand it off. Your first job is to get crystal clear on:

• What needs to be done — and what success actually looks like
• Why it matters — so the task doesn’t get dropped when pressure hits
• Who is accountable, not just involved
• When it’s due — with real, non-negotiable deadlines
• Where the team member can go for help or resources
• How to deliver it — standards, boundaries, format

This isn’t micromanagement. This is leadership.

Clarity reduces rework. Clarity builds capability. Clarity creates momentum.

Step 2: Delegate Authority, Not Just Activity

Here’s a harsh truth: if you’re still the decision-maker on every delegated task, you haven’t really delegated anything.

The Delegation Planner forces a real conversation about decision rights:

• Can they recommend only?
• Can they decide within limits?
• Or are they fully owning it, end to end?

Most leaders skip this step. Then they wonder why their team keeps coming back for approval. Every. Single. Time.

Decide up front. Then step back accordingly.

Step 3: Close the Loop — Or Don’t Bother

The final piece? Follow up. Not in a “checking up” way, but in a “let’s learn and grow” way.

Ask:

• What worked well?
• What could have been done better?
• What support was missing?

Without this step, you’re just hoping they get better next time. Spoiler alert: they won’t. Feedback is what drives improvement — not just repetition.

Explore more practical tools, not fluffy advice at www.shifft.com.au.