Soft Skill Spotlight on Delegation
Feb 18, 2025
This is the latest post in a series called Soft Skills Spotlight,
where I’ll highlight the what, why and how of one of the many essential soft skills
that go hand-in-hand with being a leader. Check out my previous post in this series:
This week’s soft skills spotlight is on…Delegation
For new managers, delegation can feel tricky, and it’s common to struggle with it when you’re just stepping into a leadership role. Maybe it’s the discomfort of asking someone to do something, the fear of losing control and not having things done your way, or the worry that you’ll come off as lazy or not all-knowing.
But here’s the thing….uses whisper voice.…you’re not fooling anyone.
And spoiler alert: You can’t (and shouldn’t) do it all yourself.
No one thinks you can do it all alone. And no one will think less of you for delegating. So not only are you not fooling anyone, but you’re also sabotaging your effectiveness as a leader.
Let’s dig into the what, the why, and the how of delegation.
So, What Exactly Does it Mean to Delegate?
In its simplest form, delegation is assigning the right tasks to the right people, for the right reasons.
It’s not just about getting stuff off your plate and shortening your to-do list (that’s not the kind of leader we want to be). At it’s core, its about making sure the right people get the right tasks (ones that hopefully help them grow and improve their skills) and the whole team, including yourself, runs smoothly and efficiently.
Why Do New Leaders Need to Delegate?
I’m sure you noticed the abrupt shift in workload (if you weren’t slapped in the face by it) when you stepped into your leadership role.
You likely carried some lingering responsibilities from your previous role, AND the added responsibilities of your new role, AND all the responsibilities that come with leading a team of people.
The reality is your workload is not what it used to be, and your approach cannot be what it used to be either. Delegation is now a non-negotiable if you want to succeed, and here’s why:
Productivity and Efficiency
Have you ever heard the saying “many hands make light work?” I think this sums it up perfectly. You will get far more done if you are not doing everything yourself. As long as you don’t go too far in the other direction and end up with “too many cooks in the kitchen.”
Trust and Confidence
If you don’t believe that delegating builds trust, then picture what happens when you don’t. Imagine holding everything close to your chest, never sharing, and never asking your team to use their skills and talents. This has all the potential to make them feel like there’s no trust in them or their skills. Not exactly a great motivator, right?
Develops Your Team’s Skills
Delegating tasks that build on your team’s existing skills is the perfect way to provide them with new challenges and growth opportunities.
Gives You Space to Lead, Not Just Manage
When you delegate effectively, you free yourself up to focus on bigger-picture leadership rather than getting stuck in the weeds.
Tips to Practice and Improve Your Delegation Skills
Delegating effectively goes past communicating the task, offering support, and following up…although those are still important steps in the process so don’t forget those for the test later.
Here are some key ways to improve your delegation skills daily:
Learn to Accept Different Approaches
The first step is just getting started – remembering that done is better than perfect. If you’re waiting to craft a perfect plan for delegation or for your own to-do list to become manageable, you’ll never delegate anything. Recognize that others might take a different path to the same destination, and that’s okay.
Know Your Team’s Strengths
One of the key aspects of delegation is making sure you delegate the right task to the right person. You want to consider your team’s natural strengths and skills, what they are interested in, any skills they still need to develop for career growth.
A great way to tap into your team’s strength is through regular one on one meetings.
Communicate Clearly
A common mistake new managers make is not setting clear expectations, but this is a foundational step in delegation. Be specific about the task, the timeline, and what success looks like.
Give Credit Where It’s Due
If you ask your team to do something or assign a task, don’t forget to thank them and acknowledge their work. Recognition is a powerful motivator. Imagine being asked to do something above and beyond and then… crickets. That’s not what we want.
If You Want to Be An Effective Delegator, Don’t Do These
Don’t Delegate the Shitty Tasks - This is really not your opportunity to offload the grunt work or the stuff you just don’t want to do. Delegating a task should ultimately benefit you, your team’s growth and development, or the business you are both supporting.
Don’t Micromanage the Process - Let your team figure out how to get the job done. Focus on the outcome, not the method. In other words, accept that they may do things differently—and that’s okay as long as they produce the right results.
Don’t Assume People “Just Know” What to Do - Setting clear expectations is a foundational leadership skill. And even experienced team members need clear instructions and expectations. A simple “Does that make sense?” or “Do you have any questions?” can clear up potential confusion.
Don’t Stress About Being Perfect Right Away.
It’s true what they say, practice makes perfect. And the same can be said for working on your soft skills to become an effective leader.
Delegation is a skill you get better at over time. After the task is complete, check and adjust. If you thought it went well then build on that, but if you feel there’s room for improvement then make sure to adjust as needed. And don’t be afraid to ask your team for feedback.
So, have you been avoiding delegating to your team? If not, do you feel uncomfortable delegating?
Let me know in the comments below!
Happy Leading!
Emily
