Why You Need to Delegate as a Leader

The five words that are killing your career: "That's ok, I'll do it." I've worked with hundreds of managers. And I hear the same excuses: 🚩"It's faster if I just do it myself." 🚩"My team's already stretched thin." 🚩"I'll need to fix it anyway." But here's the truth: Your good intentions are sabotaging your impact. Delegation isn't an option.  Delegation is an investment: 📈 It Grows ↳ Your team builds knowledge and develops skills ↳ Their confidence increases with trust ↳ Your leadership multiplies 📉 It Reduces Risk ↳ Spreads out innovation ↳ Prevents your burnout ↳ Builds bench strength 🔄 It Compounds ↳ They automate the routine to free up time ↳ They use the time to solve more problems ↳ They deliver results 1% better each day Yes, teaching takes longer upfront. But it produces greater returns downstream. Start here: 1️⃣ What to delegate? ↳ List tasks that drain your time ↳ Delete ones that are low value ↳ Automate any that are rote 2️⃣ When to start? ↳ With the rhythm of the business ↳ Before you're overwhelmed ↳ Now. Today. 3️⃣ How to succeed? ↳ Set clear, measurable expectations ↳ Support, don't smother ↳ Trust the process Remember: Great leaders aren't the best at everything. They build teams that are. 🔔 Follow for more leadership insights ♻️ Share to help other overwhelmed leaders

Harsh truth: If you’re still doing everything yourself, you’re not leading—you’re limiting. Your ability to delegate determines your capacity to grow. I’ve worked with C-suite leaders, startup founders, and Fortune 500 executives. And delegation consistently shows up as the silent killer of productivity, scale, and team morale. This visual breakdown is more than a framework— It’s a mirror. Let’s dive deep: 1. Use the Eisenhower Matrix Weekly—Not Once. Don’t just categorize tasks once a year. Every Monday, sort your to-dos:     •    DO: What only you can do.     •    DECIDE: Block time to think.     •    DELEGATE: Offload to free brainspace.     •    DELETE: Be ruthless. If it doesn’t move the needle, let it go. Pro tip: Color-code your calendar by these quadrants. 2. Delegate Outcomes, Not Instructions. Leaders often say: “They don’t do it the way I would.” That’s because you delegated tasks, not outcomes. Instead of: “Create a report by Friday.” Try: “I need a report that helps us understand why conversions dropped 20%. Use any format that gets us there.” Ownership > Obedience. 3. Apply the 80/20 Rule Ruthlessly. Ask:     •    What’s the 20% of what I do that drives 80% of my impact?     •    What tasks take 80% of my time but create minimal ROI? Everything outside that 20% should either be delegated or deleted. 4. Build a Delegation Dashboard. This has helped multiple CEOs I coach. A simple Google Sheet that tracks:     •    Task     •    Who it’s delegated to     •    Deadline     •    Check-in point     •    Outcome This gives visibility without micromanagement. 5. Feedback = Acceleration. Most leaders only give feedback when something breaks. World-class leaders do it weekly—even when things go well. Positive feedback reinforces ownership. Constructive feedback sharpens performance. Make feedback a rhythm, not a reaction. Here’s my mantra to every leader I coach: You are not the system. You are the architect of the system. When you stop being the bottleneck, your business becomes scalable. Your team becomes self-led. And you finally step into your true role: Strategic leadership. If you’re a leader tired of being “busy,” Let’s talk about building systems that free you. Because leadership isn’t about doing more. It’s about doing what only you can do. #ExecutiveCoaching #LeadershipDevelopment #Delegation #HighPerformanceTeams #FounderCoach #ProductivityTips

Twice in my career, I wore my 70-hour workweeks as a badge of honor. I believed that by having my hands in everything, I was ensuring quality and driving success. What I was really doing was creating the biggest bottleneck in the company: myself. As a CEO, your greatest responsibility isn't to be the hardest worker; it's to be the most effective leader. When you try to do it all, you prevent others from doing their part. This not only leads to burnout but also stifles the growth of your team and limits the overall potential of your business. True leadership means delegating with trust. It's about giving your team the space to grow, contribute, and even make mistakes. Your success is no longer about how much you can do, but about how much you can empower others to do. #CEO #Leadership #Delegation #Burnout #LeadershipDevelopment #WorkLifeBalance

For years, I thought delegation meant me losing control over my business. So I didn’t do it. I was the bottleneck for everything. Sales? Client calls? All me. Invoicing? You bet I was up late with spreadsheets. I wore my busyness like a badge of honor. It felt noble to carry all the weight — until I realized I wasn’t just overworked. I was underperforming. Refusing to delegate is sabotage. By clinging to every task, I was robbing my team of ownership, stalling growth, and distracting myself from the work that actually mattered. Learning to delegate was hard. It required trust, clarity, and a willingness to admit that I’m not the best person for every job. Delegation isn’t laziness. It’s leadership. It’s saying, “I value the impact of my time and energy too much to micromanage.” And the result? A better team. A healthier business. Less burn-out. If you’re holding on too tight, take it from me: delegation isn’t just a skill; it’s a game-changer. What is the hardest for you to delegate? (This is a picture of me NOT delegating. Still waiting for her to learn to code.)