Balancing Workload by Delegating Smartly

"I'll delegate when I find good people." Translation: "I'll trust them after they prove themselves." Plot twist: They can't prove themselves until you trust them. Break the loop. Delegate to develop. Here's how: 1️⃣ What should you delegate? Everything. Not a joke. You need to design yourself completely out of your old job. Set your sights lower and you'll delegate WAY less than you should. But don't freak out: Responsibly delegating this way will take months. 2️⃣ Set Expectations w/ Your Boss The biggest wild card when delegating: Your boss.  Perfection isn't the target. Command is.  - Must-dos: handled  - Who you're stretching   - Mistakes you anticipate   - How you'll address Remember: You're actually managing your boss. 3️⃣ Set Expectations w/ Yourself  Your team will not do it your way.  So you have a choice: - Waste a ton of time trying to make them you?   - Empower them to creatively do it better?  Remember: 5 people at 80% = 400%. 4️⃣ Triage Your Reality - If you have to hang onto something -> do it.  - If you feel guilty delegating a miserable task -> delete it.  - If you can't delegate them anything -> you have a bigger problem. 5️⃣ Delegate for Your Development  You must create space to grow. Start here:   1) Anything partially delegated -> Completion achieves clarity.  2) Where you add the least value -> Your grind is their growth.  3) The routine -> Ripe for a runbook or automation. 6️⃣ Delegate for Their Development Start with the stretch each employee needs to excel. Easiest place to start: ask them how they want to grow. People usually know. And they'll feel agency over their own mastery. Bonus: Challenge them to find & take that work. Virtuous cycle. 7️⃣ Set Expectations w/ Your Team  Good delegation is more than assigning tasks:  - It's goal-oriented  - It's written down  - It's intentional When you assign "Whys" instead of "Whats", You get Results instead of "Buts". 8️⃣ Climb The Ladder Aim for the step that makes you uncomfortable:     - Steps over Tasks  - Processes over Steps  - Responsibilities over Processes  - Goals over Responsibilities   - Jobs over Goals  Each rung is higher leverage. 9️⃣ Don't Undo Good Work Delegating & walking away - You need to trust. But you also need to verify. - Metrics & surveys are a good starting point. Micromanaging - That's your insecurity, not their effort. - Your new job is to enable, motivate & assess, not step in. ✅ Remember: You're not just delegating tasks. - You're delegating goals. - You're delegating growth. - You're delegating greatness. The best time to start was months ago.  The next best time is today. 🔔 Follow Dave Kline for more posts like this. ♻️ And repost to help those leaders who need to delegate more.

Built 3 companies to $200M. Here's what I learned about delegation: Most CEOs think they're bad at delegating. The real problem? They're delegating wrong. The hard truth: You're not protecting your team by doing everything.     You're: Burning yourself out Bottlenecking growth Breaking trust     Your team needs to feel valued, not protected. Here's my proven system:     1. The Mindset Shift I used to think:  "No one can do this as well as me." Reality check:  When I got a concussion and couldn't work, my team excelled.     They just needed space to step up.     2. The Success Formula Before delegating any task, define: • What does success look like? • What's the deadline? • What resources are needed? • How will we measure results?     Clarity creates confidence.     3. The Communication Machine Create clear channels: • Slack = company chatter • Notion = project discussions • Email = external only • Weekly memos = alignment     No one-off conversations about projects. No decisions in DMs.     4. The Trust Test Ask yourself: "Would I pay someone $1M/year to do what I'm doing right now?" If not, why are YOU doing it? Your job is to: • Set vision • Build systems • Lead strategy • Make key decisions Delegate everything else.     5. The Weekly Ritual Every Friday, ask: • What did I do this week that someone else could do? • What meetings could I skip? • Where am I the bottleneck? • What systems need building?     Then take action.     6. The Team Power-Up Your team needs to know: • Where we're going • Why it matters • How they contribute • What success looks like     Give them this clarity, and they'll surprise you. The Final Truth: A CEO doing $10/hour tasks is a $10/hour CEO. Your company needs you operating at your highest level. Delegation isn't about doing less. It's about focusing on what matters most.   ♻️ Repost to help a leader in your network  🔔 Follow Christine Carrillo for more

Most leaders I coach are overwhelmed right now. They’re under immense pressure. Doing the work of three or more people. Trying to lead through change while barely keeping it together. But the problem isn’t effort. It’s capacity. It’s clarity. It’s support. Interestingly, only 28% of leaders say they feel confident making strategic decisions under pressure.(McKinsey) That’s not a performance issue. That’s a training gap. Here’s what I see every week: Underperformers: • React all day • Avoid delegation because it takes too long to explain • Stay buried in execution • Wait until things break before speaking up • Make last-minute, scattered decisions Most leaders: • Delegate, but the work bounces back • Try to think strategically, but never have the space • Say yes to too much • Work harder to outrun the overwhelm • Get stuck doing everything except the work that actually moves the needle High-performers: • Prioritize with precision • Delegate with structure and follow-through • Schedule and protect time to think • Communicate early, directly, and with context • Make confident decisions rooted in business value The difference isn’t talent. It’s method. And it’s teachable. Here’s what we walk through in a High-Performance Executive Coaching session: Step 1: Audit your workload We pull up your calendar and task list. We find the friction, identify the rework, and name what’s quietly draining your capacity. Step 2: Clarify what matters most We define high-value work for your current role and goals. What drives results in the next 90 days? What earns trust, traction, and visibility? Step 3: Rebuild your decision filters We give you a way to sort priorities and requests so you stop reacting, and start leading based on what really matters. Step 4: Delegate with clarity We shift from vague handoffs to fully structured ownership. Your team steps up. You step out of the weeds. Step 5: Schedule and protect time to think We build the structure that gives you space to think, decide, and lead. If you can’t think, you can’t lead. Enough said. This is what high-performers do differently. Not just to stay afloat, but to lead with confidence when the pressure’s high. If this felt uncomfortably familiar, that’s a signal. We coach leaders through this every week. And it works. Let me know if you want an Executive Coaching Session to help get you out of the weeds and into the real work your role demands. #OverwhelmedLeaders #ExecutiveCoaching #LeadershipDevelopment #HighPerformanceLeadership #Delegation #DecisionMaking

Steve Jobs, Richard Branson, Warren Buffet, and Teddy Roosevelt all credit their massive success to one thing: delegation. 4 simple steps to 10x your productivity by mastering the art of delegation: I used to be a control freak and perfectionist. I thought I had to do everything myself. But here's the thing: we all have the same 24 hours in a day. No matter how hard you work, there's a limit. That's when I realized, to scale my company, I had to master delegation. It was a tough pill to swallow. Letting go and blindly trusting my team felt like jumping off a cliff. But it was also liberating. And now, it's 10xd my productivity. Follow these 4 steps to get a leg up on it: 1. Identify tasks to delegate It started with a simple list of my responsibilities. After a week, patterns emerged. Repetitive, rote, rule-based tasks were perfect for delegation. The relief I felt just by identifying these was incredible. Time freed up. 2. Select the right people You must get the right people in the right seats. Match delegated tasks to team members with relevant: • Experience • Bandwidth • Interests That last point is worth reiterating. A scientific study by Rong Su found that people who are naturally interested in their work are more motivated to solve challenging problems and stick with their roles longer. It’s common sense, and science backs it. 3. Set clear expectations Brené Brown said it best: “Clear is kind. Unclear is unkind.” My firm lays out specific deadlines, requirements, and communication channels for maximum clarity. This removes friction and confusion, making the process smoother across the board. 4. Trust your team (and verify) Micromanagement signals a lack of trust. Nobody likes a nitpicker. Let good people take the wheel. Initially, I checked in frequently, but over time, I used: • KPIs • Peer reviews To gauge the process. If they fall short, that’s where constructive feedback comes in. Start small, be available for guidance, and slowly scale delegation. That’s how you multiply your influence. The end goal is to build a team that will thrive without you. Ask yourself: • Are there responsibilities you can start delegating today? • Who on my team is ready for more challenges? Once you have clear answers to those questions, TAKE ACTION! Follow me @evannierman for more deep dives.