In fact, trying to carry everything yourself is one of the fastest ways back into Survival Mode (Lesson 4) and straight into The Control Trap (Lesson 3).

Delegation is one of the most important leadership actions you can take. Done well, it frees you to focus on the work only you can do—while giving your team opportunities to grow, build confidence, and take ownership.

At its best, delegation builds trust and turns responsibility into accountability.

The Danger of Dumping

Delegation is an intentional act of leadership.
Dumping is not.

When delegation is rushed, unclear, or unsupported, it quickly turns into dumping—and dumping damages trust, morale, and credibility.

I learned this lesson clearly as a regional director.

An assistant director once asked to meet with me about her pay. On paper, her salary was fair. But in reality, she was carrying most of the director’s responsibilities—without recognition, clarity, or authority.

She wasn’t assisting.
She was running the program. And it led to resentment and, eventually, turnover.

Strong leaders don’t protect themselves by offloading work. They lead by example—showing up early when needed, stepping into hard moments, and sharing responsibility with support.

When leaders lead this way, delegation feels like growth—not abandonment.

Smart Delegation: Building Confidence and Skill

Effective delegation is a process, not a handoff. The goal is to help others succeed—not just to lighten your load.

Here’s a simple framework to turn tasks into development opportunities:

Start Small
Hand off one responsibility at a time, with clear context.
Builds confidence without overwhelming.

Match Strengths to Tasks
Align tasks with existing skills or career interests.
Makes the work meaningful and motivating.

Define Success (Commander’s Intent)
Be clear about the outcome, timeline, and expectations.
Prevents guesswork and empowers independent thinking.

Check In—Don’t Micromanage
Schedule a brief follow-up, then step back.
Builds trust and avoids the Control Trap.

Give Credit
Acknowledge effort and success publicly when appropriate.
Reinforces confidence and ownership.

Delegation done well doesn’t create dependency—it creates leaders.

What to Keep vs. What to Delegate

A helpful rule of thumb:

If it defines the future of the program, it’s yours to lead.
If it builds confidence, skill, or ownership in others, delegate it.

Director-Level Work (Keep)

Setting vision and shaping culture
Building strong parent relationships
Hiring, termination, and formal evaluations
Crisis management and big-picture planning

Growth Opportunities (Delegate)

Classroom preparation and routine admin tasks
Supply ordering and inventory
Event coordination or small projects (e.g., newsletters)
Routine communications and data entry

Delegation protects your leadership capacity—and strengthens your team.

Reflection Prompt

Take a moment to reflect honestly.

What is one task that consistently pulls you away from people or vision?
Who on your team has the interest or potential to take this on?
What is the Commander’s Intent—the clear outcome—you would communicate?

Delegation creates the space you need to lead with presence.
And presence is what we’ll focus on next.

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