by Michelle Cummings

Delegation is often described as a time-saver or a workload strategy. But the best leaders know it’s much more than that. Delegation is a trust transfer, and like any transfer, it only works if the handoff is clean. A task passed without context or clarity isn’t delegation – it’s confusion dressed up as collaboration.

Too often, leaders hand off work without taking time to explain what success looks like. Vague phrases like “just take care of it” or “you’ve got this” might sound empowering, but they leave the recipient unclear on where to aim. Without a defined outcome, people spin their wheels or second-guess their actions, and the task eventually circles back to the leader anyway.

High-impact delegation requires precision. That starts with defining the outcome. What does done look like? What are the non-negotiables? What’s flexible? Next comes expectations. Who’s responsible for what? When is it due? What checkpoints, if any, are needed? These aren’t micromanaging questions – they’re foundations for autonomy.

Support is the final piece. Just because you’re delegating doesn’t mean you’re disappearing. Clarify what resources are available and where to go for help. Let the person know they’re trusted, but not abandoned. When people know the goal, the path, and the safety net, they perform better and feel more confident doing it.

Delegation done this way becomes a leadership amplifier. It sharpens your communication, empowers others, and builds mutual trust. It turns tasks into learning opportunities and reinforces your reliability as a leader who prepares others for success – not one who sets them up to struggle.

If you want to sharpen this skill, the Hands Module of our Core Program dives deep into what effective delegation really looks like. It gives you the language, structure, and tools to delegate with confidence, clarity, and connection. Learn more.