Who Can Help?
- Tessa Brock
- Apr 2
- 3 min read
A high-level executive I was coaching prided themselves on handling everything.
If there was a problem, they fixed it.
If a project needed attention, they took it on.
If the team was struggling, they stepped in.
At first, this worked. They were seen as reliable, hardworking, always in control.
But over time? Their calendar became a disaster, their inbox was a war zone, and burnout wasn’t just creeping in—it had moved in and redecorated.
So, after much hesitation, they finally decided to delegate a big project instead of doing it themselves. So they:
✔ Shared the overall goals so the team felt invested.
✔ Set clear expectations—who was doing what and by when.
✔ Scheduled check-ins for progress, support, and feedback.
✔ Then, they stepped back and let the team own it.
And then - - EVERYTHING COMPLETELY FELL APART.
Just kidding!
Their team actually crushed it!
Not only did they execute the project incredibly, but they also came up with ideas the executive never would have considered. That’s when it hit them:
Letting go doesn’t mean losing control—it means creating space for growth.
We all know delegation is important. But actually doing it? That’s where the panic can set in.
Delegation requires us to:
✔Let go of power. (Which can feel terrifying.)
✔Trust others to handle important work. (Even if we secretly think we could do it better and faster.)
✔Accept that things might be done differently than “our way”. (And resist the urge to step in and “fix” it or do it our way.)
That’s why so many leaders hold on too tightly. They tell themselves:
❌“It’s just easier if I do it myself.”
❌“No one else will do it the ‘right’ way.”
❌“If I let go, what if things go wrong?”
But here’s the truth:
Holding on to everything isn’t helping your team—it’s holding them back.
Self-aware leaders don’t hoard responsibilities. They empower, trust, and develop others so success isn’t dependent on just one person.
How to Start Delegating (Without Losing Your Mind)
Step 1: Pick one task you shouldn’t be doing.
Ask yourself:
✅ Does this have to be done by me?
✅ Could someone else handle it?
✅ Is this pulling me away from more high-impact work?
Step 2: Choose the right person.
Who has the skills (or potential) to take this on? Delegation isn’t about dumping tasks—it’s about developing people.
Step 3: Set clear expectations (without micromanaging).
✔ Define the outcome you want.
✔ Set a deadline.
✔ Share key details—then step back. (Yes, really.)
Step 4: Let go of perfection.
It might not be done your way. It might be messy at first. That doesn’t mean it’s wrong. Support when needed, but resist the urge to take it back.
Step 5: Acknowledge and celebrate.
When your team steps up, recognize it. The more you trust them, the more they’ll rise to the occasion.
Delegation isn’t about losing control—it’s about building and strengthening capacity by encouraging and developing confidence and expertise.
As you learn to share tasks and responsibilities:
Your team grows
You stop drowning in work
Everyone wins
So if you’ve been clinging to work like a life raft, maybe today’s the day to let go, just a little.
Because the real mark of a leader is:
Not doing everything yourself
Building a team that thrives even when you step back
- What is one thing on your plate right now that someone else could handle?
- What is stopping you from delegating it?
- If you trusted your team more, how would that change your workload, and theirs?
What’s one thing you can delegate this week? Let me know here. I promise, you don’t have to do it all.
YOU MATTER!