Shift Your Mindset from Delegating to Empowering

Why Is Delegating So Hard?

There are so many reasons why we continue to take on work that is better served by others. Whether it’s perfectionism, lack of trust, or the belief that doing it yourself is quicker, these obstacles can get in the way of what we logically know – not delegating is holding everyone back. Despite knowing this, many leaders still struggle to let go. So let’s confront the arguments head on and see who wins.

Reasons Not to Delegate vs. Logic – A Head-to-Head Battle

#1: Perfectionism – “It won’t meet my standards”

  • Logic: Just like teaching a child to make their first sandwich, the first time someone takes on a task, it won’t be perfect. There may be "peanut butter on the counter," but being allowed to try is the only way they’ll eventually master it. Choose your timing wisely—maybe not right before a big deadline!

#2: Lack of Trust – “I can’t be sure they will deliver”

  • Logic: Setting expectations and holding people accountable is part of leadership. Your role is to guide and support—not to do everything yourself. Trust grows with time and coaching.

#3: Time Investment – “It’s easier to do it myself”

  • Logic: Yes, it may take more time upfront to explain, but it will save you time in the long run. The payoff compounds quickly, and before long, you'll be able to hand over tasks with minimal oversight.

#4: Fear of Losing Value – “I was promoted because I’m good at this”

  • Logic: Perhaps, but you won’t be promoted again unless you focus on higher-value tasks. You should be learning what’s next at your level while teaching your team to expand their capabilities.

#5: Guilt or Responsibility – “I don’t want to seem above this work”

  • Logic: As long as you're distributing tasks thoughtfully and providing opportunities for learning, you’re fulfilling your responsibility as a leader. If your boss never delegated work down to you, you wouldn’t have any growth opportunities.

From Delegation to Empowerment

Now, let’s flip the script. Instead of thinking of it as delegating, think of it as empowering your team. Do you want to empower your team to be more independent, skilled, and confident? The answer is almost always yes when the output of delegation is framed this way.

Why is this mindset shift so powerful? It's easy for leaders to admit, “I’m bad at delegating,” because it feeds into the identity of being a hard worker who can do it all. But it’s much harder to say, “I’m bad at empowering my team.” When you make this shift, you’re not just handing off tasks—you’re actively investing in your team’s development and the overall success of the organization.

When you empower, you elevate—not just yourself, but your entire team.

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