How to Use Delegation to Drive Results

Built 3 companies to $200M. Here's what I learned about delegation: Most CEOs think they're bad at delegating. The real problem? They're delegating wrong. The hard truth: You're not protecting your team by doing everything.     You're: Burning yourself out Bottlenecking growth Breaking trust     Your team needs to feel valued, not protected. Here's my proven system:     1. The Mindset Shift I used to think:  "No one can do this as well as me." Reality check:  When I got a concussion and couldn't work, my team excelled.     They just needed space to step up.     2. The Success Formula Before delegating any task, define: • What does success look like? • What's the deadline? • What resources are needed? • How will we measure results?     Clarity creates confidence.     3. The Communication Machine Create clear channels: • Slack = company chatter • Notion = project discussions • Email = external only • Weekly memos = alignment     No one-off conversations about projects. No decisions in DMs.     4. The Trust Test Ask yourself: "Would I pay someone $1M/year to do what I'm doing right now?" If not, why are YOU doing it? Your job is to: • Set vision • Build systems • Lead strategy • Make key decisions Delegate everything else.     5. The Weekly Ritual Every Friday, ask: • What did I do this week that someone else could do? • What meetings could I skip? • Where am I the bottleneck? • What systems need building?     Then take action.     6. The Team Power-Up Your team needs to know: • Where we're going • Why it matters • How they contribute • What success looks like     Give them this clarity, and they'll surprise you. The Final Truth: A CEO doing $10/hour tasks is a $10/hour CEO. Your company needs you operating at your highest level. Delegation isn't about doing less. It's about focusing on what matters most.   ♻️ Repost to help a leader in your network  🔔 Follow Christine Carrillo for more

I've been watching leaders sabotage their own success for decades. Here's the pattern I keep seeing: Manager gives task to team member → task doesn't get done right → manager jumps in to "fix it" → team member never learns → manager feels overwhelmed because their time is sucked into fixing it → cycle repeats and escalates. This happens at startups and Fortune 500 companies alike. It's a universal leadership challenge. Why? One reasson is we're all terrible mind readers. The solution isn't more lunches or team building exercises. It's not working harder. It's consistent, sync sessions - specifically structured 1:1 meetings. What leaders actually want: - Team members who "get it" - People who take ownership - Work that gets done without constant supervision - Trust that when they delegate, it happens But leaders sabotage themselves by: 1. Jumping in to "do it right" (which teaches the team they'll never measure up) 2. Only delegating work that will be done "exactly how I'd do it" (impossible standard) 3. Avoiding the discomfort of developing leadership skills 4. Failing to address core problems directly The math of trust is simple: Trust = Time + Consistency When you implement weekly 1:1s with the same format as your business operating system (whether EOS, OKRs or something else), you create a accountability loop that helps everyone. Use the same measurables, rocks, and goals you'd review in your weekly and quarterly team meetings, just personalized to their role. By having these meetings consistently, even when it feels like you "don't have anything to discuss," you're building trust. You're creating space to address issues before they become fires. You're teaching your team exactly how they contribute to business success. I see this work time and again - leaders who make this simple change transform from overwhelmed doers to empowered leaders. It's one reason why we committed to making great 1 on 1 meetings simple and easy in ResultMaps. What's your biggest challenge with delegation? Is it the letting go or the follow-through?

𝗠𝗼𝘀𝘁 𝗱𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗼𝗻 𝗺𝗶𝘀𝘁𝗮𝗸𝗲𝘀 𝗱𝗼𝗻’𝘁 𝘀𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗯𝗮𝗱 𝗶𝗻𝘁𝗲𝗻𝘁. 𝗧𝗵𝗲𝘆 𝘀𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗶𝗻𝘃𝗶𝘀𝗶𝗯𝗹𝗲 𝗮𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻𝘀. “I thought they understood…” “I didn’t want to burden them…” “I assumed they knew how to do it…” As an executive coach working with senior leaders across industries, I see this pattern every single week. 👉 Delegation is not about dumping. 👉 It’s not about detailing every step. 👉 And it’s definitely not about doing it yourself because “no one else gets it.” 𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗱𝗲𝗲𝗽𝗲𝗿: Transferring clarity, confidence, and responsibility. Here’s how I explain it in my D.N.A. of Influence™ coaching framework: 🔍 𝗪𝗵𝗮𝘁 𝗺𝗼𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗴𝗲𝘁 𝘄𝗿𝗼𝗻𝗴: They assume instructions are clear without confirmation. They delegate without verifying if the person has the skills. They hold back critical tasks because they don’t trust outcomes. They either micromanage every small detail or completely disappear. They skip check-ins, then panic when the final outcome is off track. 𝗧𝗵𝗲 𝗿𝗲𝘀𝘂𝗹𝘁? 🟥 Overload. 🟥 Disengaged team. 🟥 Loss of credibility. 🟥 Bottlenecks in execution. ✅ What high-trust leaders do instead: Confirm understanding every single time – even if it feels redundant. Match tasks to team members' strengths and verify their readiness. Provide autonomy, but don’t disappear—stay available. Share high-stakes projects, not just routine admin. Follow up consistently, not just when things break. 𝗧𝗵𝗶𝘀 𝗶𝘀 𝘄𝗵𝗮𝘁 𝗿𝗲𝗮𝗹 𝗱𝗲𝗹𝗲𝗴𝗮𝘁𝗶𝗼𝗻 𝗹𝗼𝗼𝗸𝘀 𝗹𝗶𝗸𝗲: A conscious act of empowerment with accountability. In my coaching sessions, we go deeper into: ✅ Need Alignment – What drives the person you’re delegating to? ✅ Influence without Control – How to empower without micromanaging. ✅ Language of Trust – What to say (and what not to say) when handing over responsibility. ✅ Feedback Loops – How to course-correct without demoralizing. 🎯 If you’re a senior leader tired of doing everything yourself… …Or if you’ve delegated and still ended up doing the heavy lifting… 𝗦𝘂𝗯𝘀𝗰𝗿𝗶𝗯𝗲 𝘁𝗼 𝗺𝘆 𝗻𝗲𝘄𝘀𝗹𝗲𝘁𝘁𝗲𝗿 𝗮𝗻𝗱 𝗴𝗲𝘁 𝗺𝘆 𝗗𝗡𝗔 𝗼𝗳 𝗜𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲™ 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸 𝗳𝗿𝗲𝗲. You’ll learn the same tools I’ve used to help executives: ✔ Build trust with their teams ✔ Free up hours every week ✔ And finally lead at the level they’re paid for. Let’s make leadership lighter—and more effective. #Influence #peakimpactmentorship  #DNAofInfluence #leadership

In the last decade of building Quadrant Technologies, we went from a small team to 2000+ members. It’s been a great ride, but one of the biggest challenges we’ve faced has been ⤵ DELEGATION To be more precise - how to delegate the right way. After conversing with fellow entrepreneurs and mentors, I realized I am not alone. This is something that almost every entrepreneur battles with. 👉 What’s the solution? Over the years, I found a framework immensely successful. We utilize it actively at Quadrant Technologies. Jenny Blake, a career and business strategist & author of the book PIVOT: The Only Move That Matters Is Your Next One, suggested this 6T delegation framework. Here’s my favourite 6T framework : 1️⃣ TERRIBLE AT: Know your weaknesses and delegate them. You can’t be perfect at every task, and you don’t need to be. Instead, knowing what you are not good at is your strength because now you know what to delegate. 2️⃣ TINY: Small, insignificant tasks that don’t need your attention add up to your to-do list & make you feel overwhelmed. Delegate them sooner. 3️⃣ TEDIOUS: Tasks that are not the best use of your time. As a business owner, your time is precious. Invest it in doing the tasks that move your business forward, and everything else can be done by someone else. 4️⃣ TIME-SENSITIVE: Tasks that need your urgent attention but distract you from the bigger goal. These tasks compete with your priorities. Choose your priority tasks & delegate these time-sensitive tasks. 5️⃣ TEACHABLE: List the tasks that can free up your to-do list if taught. Train your team members & delegate. Once your team is trained, they can always handle that work, saving you time. 6️⃣ TIME-CONSUMING: Delegate the tasks that consume a lot of your time but don’t yield big results. Follow the 80/20 rule here. Delegate the tasks that consume 80% of your time & are only 20% effective. Focus on the tasks that take 20% of your time but give 80% of the results. --------------------- Delegation is a skill that’s learned over time. This is one of the frameworks that helped us immensely in delegating work effectively. What has been your go-to delegation framework/tips? I would love to hear your perspective in the comments. #delegation #leadership

Your calendar isn’t the problem. You are. Years ago, over dinner with Ben Chestnut, co-founder and former CEO of Intuit Mailchimp, I asked: "I feel like I could be doing more. How do you manage your time and stay so productive?" I expected a magic hack. A silver bullet. Instead, he said: "You don’t have a productivity problem. You have a people problem. Are you delegating? Do you have the right people to delegate to?" Boom. Game over. My entire view of leadership shifted in that moment. Until then, I thought my job at Wistia was to do more: keep my inbox at zero, squeeze every minute, put out every fire myself. But Ben was right. My problem wasn’t time. It was that I wasn’t giving enough ownership away. So I started fully delegating to my senior team. Here’s what happened: → Some thrived and scaled faster than I imagined. → Others struggled and failed quickly. → I learned more about my team in months than I had in years. I had more energy for the things only I could do to move the business forward. Others grew faster, took on more, and their expertise began to shape the company in ways I couldn’t have alone. That’s when it hit me: delegation isn’t just a way to keep your head above water. It’s the difference between running a business and scaling one. After more than a decade of practicing it, here’s how I think about delegation today: 1. The 80% Rule: If someone can do it 80% as well as you, delegate it. 2. Hold Strategy Close: Set clear goals so everyone’s aligned, then give them ownership: highly aligned, loosely coupled. 3. Expect Failures: Some projects and people will fail. Keep failures small, make them lessons, and weigh effort, risk, and learning before stepping in. 4. Feedback is Fuel: Delegation without feedback is bad. Give plenty, especially early. 5. Over-Communicate: As your business grows, repeat the strategy, values, and mission. Keep the big things steady, let the small things evolve. Thank you, Ben, for sparking the insight that changed how I lead. Give the right people absolute ownership and they won’t just free up your time. They’ll take your business where you could never go alone. Where are you holding on too tight, and what might happen if you let go?