Delegation: Why It Feels Hard - And How to Make It Work

The Delegation Dilemma: Why It Feels So Hard

Delegation sounds simple: hand off a task, get time back. But in practice, it’s complicated. I see clients often struggle with this because it feels like letting go means losing control. Many of us do tasks ourselves, even when others are capable. Why? Delegation triggers real psychological and practical barriers:

• No time to explain or train - It often feels faster to do it yourself than teach someone else.

• Fear of losing control - Letting go can feel risky, especially if the outcome matters to you.

• Trust issues - Will they do it right? On time? At all?

• Perfectionism & high standards - “No one can do it as well as I do.”

• Concerns about relevance - Some worry they’ll be seen as less important if they aren’t doing the core work themselves.

Psychological research shows that people tend to hold on to decisions, even unappealing ones, because they want to retain responsibility and control over the outcome. Delegation can then feel like passing off blame if things go wrong, or simply offloading work. Yet these very barriers highlight why learning to delegate is such a defining skill in both leadership and everyday life.

Delegation Isn’t Just Time Back - It’s Growth Forward

Delegation isn’t just offloading work - it’s about building capability and capacity in others while freeing your focus for what’s most important. In my experience, the leaders who delegate well are the ones who have the biggest impact.

Here’s what research and practice show:

• Empowerment boosts engagement - People take more ownership when they own tasks.

• Delegation builds trust and collaboration - It fosters accountability and team interdependence.

• Skill development accelerates - Responsibility translates into new skills and confidence.

• Organisational growth benefits - Teams that delegate effectively see higher productivity, faster problem-solving, and greater innovation.

• Leaders can focus on strategic work - Delegation frees leaders from routine execution to think long-term.

Gallup research shows that leaders account for up to 70% of the variance in team engagement - meaning that leadership behaviour like assigning meaningful work and giving responsibility makes a profound difference in how engaged employees feel. (Gallup, 2022).

What Happens When Delegation Doesn’t Work

Delegation isn’t always immediately positive. Tasks handed off without clarity or mutual buy-in can backfire:

• Employees may resist if delegation is vague or feels like dumping unwanted work.

• Some may interpret delegation as absentee leadership, leading to half-hearted effort.

• Poor communication can reduce confidence and productivity.

• That’s why delegation done poorly doesn’t just fail to free time - it damages trust and morale.

Some leaders are very good at delegating, but if it’s done without clarity, support, or respect, it can be destructive. Tasks may be passed off in a way that frustrates, demotivates, or overwhelms the person taking them on. Yes, it can take more time at the start, but effective delegation is a long-term approach that ultimately frees time, builds skills, and strengthens relationships.

The Delegation Playbook: How to Do It Well

Delegation becomes effective and empowering when done with clarity, good intention, and trust. One practical way to remember how to delegate is the CLEAR framework, which aligns perfectly with coaching principles:

• C - Communicate Clearly - Define the task, expected outcomes, and why it matters.

• L - Listen and Support - Provide guidance, context, and resources, but allow autonomy.

• E - Establish Accountability - Set deadlines, checkpoints, and measurable outcomes.

• A - Allow Autonomy - Avoid micromanaging; let the person find their own approach.

• R - Review and Reflect - Give feedback, recognise growth, and celebrate progress.

Clarity builds trust, support develops skills, accountability encourages responsibility, autonomy fosters confidence, and reflection drives growth.

From Resistance to Results: A Personal Challenge

This week, pick one task you usually keep for yourself and delegate it intentionally using the CLEAR framework.

Before you do:

✔ Clarify the outcome (Communicate clearly)

✔ Explain the importance (Communicate clearly + Listen and support)

✔ Offer support and set a check-in (Establish accountability + Review and reflect)

✔ Let go (Allow autonomy)

Then Observe:

• Do you get time back?

• Does the person grow?

• Does your capacity expand?

More often than not, delegation creates space for strategic thinking while strengthening your team’s capabilities. I see clients continuously make small changes like this and quickly feel lighter and a sense of relief and empowerment.

Final Thought

Delegation isn’t a magic bullet - it’s a practice. Like any skill, it improves with clarity, intentionality, and reflection.

When you delegate well using CLEAR, you aren’t just handing off work - you’re creating leaders, building trust, and unlocking capacity for both you and your team.

Ready to level up your delegation skills?

📌 Book a coaching session to tackle your delegation blocks - whether it’s trust, control, or time.

Leadership isn’t just about doing more - it’s about helping others do more with you.