by Michelle Cummings

Delegation is often framed as a time-saver. And while it can free up your calendar, the deeper value lies elsewhere. Effective delegation is not about offloading work – it’s about developing people. It’s how leaders build capacity, trust, and long-term momentum.

But many leaders fall into what we call the Delegation Doom Loop. It starts with thinking, “It’s faster if I just do it myself.” That might be true in the short term. But over time, it creates a cycle where others never grow, and the leader stays buried in tasks that could be shared. The loop continues until burnout, resentment, or stalled growth forces a change.

To break the loop, leaders must shift their mindset. Delegation isn’t a sign of weakness or laziness. It’s an investment. When you give someone a meaningful task with clear expectations and support, you’re not just moving work – you’re building confidence, competence, and ownership.

The benefits are mutual. You gain time for higher-level thinking, strategy, and innovation. Your team gains skills, autonomy, and a stronger sense of purpose. Delegation done well also creates resilience. When more people can step in and lead, the team becomes more adaptable and less dependent on any one person.

Of course, good delegation takes more up front. It requires clarity, trust, and a willingness to let go of perfection. But the payoff is long-lasting. It transforms leadership from task management into talent development – and that’s the kind of leadership people want to follow.

The Hands Module in our Core Program teaches leaders how to identify delegation roadblocks, communicate with clarity, and build systems that support growth on both sides of the handoff.