Delegating a task is more than simply handing it off. It is an opportunity to develop someone’s skills, build their confidence, and prepare them for greater responsibility. That development does not happen automatically. It requires follow-up in the form of coaching and feedback after the task is complete.

Too often, leaders treat delegation as a one-time transaction. They assign the work, receive the results, and move on to the next priority. While this might get the task done, it misses a valuable chance to reinforce learning. Without feedback, the person has no way of knowing what worked well and what could be improved.

Following up begins with recognition. Point out what was done effectively and how it contributed to the bigger picture. Positive feedback strengthens confidence and encourages the person to repeat those behaviors. It also sets the stage for constructive coaching on areas that need improvement.

Coaching after delegation is about asking thoughtful questions and guiding reflection. You might ask, “What part of this project went well for you?” or “If you had more time, what would you have done differently?” This invites the person to think critically about their own performance and take ownership of their growth.

Timely feedback is key. Waiting too long after the task is finished can make the coaching less relevant. Offering feedback soon after completion keeps the experience fresh in the person’s mind and makes the learning more impactful.

When leaders consistently pair delegation with follow-up coaching, they create a culture where tasks are not just completed, they are used as stepping stones for development. This approach strengthens the team’s skills and prepares them for future challenges.

Our Core Program helps leaders build the habit of turning delegation into a learning experience, ensuring that every assigned task becomes an opportunity for growth.

Tip/Tool for Implementation: Delegation builds skills when you follow it with feedback and coaching.

Leaders who provide coaching or feedback after delegating help team members learn from the experience. Recognizing successes and guiding improvement turns completed tasks into growth opportunities, building both skill and confidence for future work.

Supportive Research: “Leaders’ Behaviors Matter: The Role of Delegation in Promoting Employees’ Feedback-Seeking Behavior” — Frontiers in Psychology (2017)