The Surprising Delegation Trick that Unlocked My Team’s Potential
In the early days of my startup, I was a control freak. I insisted on having a hand in everything — from code to copywriting. After all, I was the founder. No one could do things as well as I could, right?
Wrong.
My unwillingness to delegate nearly destroyed the company. I was burning out handling tasks way outside my zone of genius. The quality of our work suffered. We almost went bankrupt because I couldn’t let go.
I had to learn the hard way that delegation is a core competency for leaders, especially as a startup scales. Handing off responsibility creates the capacity for you to focus on the highest-leverage activities. And it allows your team to grow and realize their full potential.
However, many founders struggle to loosen the reins. Delegation requires trust and letting perfectionism go. If you’re used to doing everything yourself, it feels uncomfortable at first. However mastering delegation is essential if you want your startup to thrive long-term.
Here are a few lessons I learned about the art of strategic delegation:
Delegate What’s Outside Your Genius Zone
As an entrepreneur, it’s easy to fall into the trap of believing you must be good at everything. I took pride in wearing many hats. But being a jack of all trades meant I never reached mastery in my real zone of genius — product vision.
Once I defined my core abilities, I could delegate tasks outside that sweet spot with confidence. I stopped doing work that played to others’ strengths, not mine. The business depended on me focusing on what I alone could uniquely contribute.
Richard Branson said it best:
“If you want to grow your business, you have to delegate — period.”
- Richard Branson
Determine your true superpower. Then have the courage to hand off everything else that distracts from it. Your startup will go much further, much faster.
Start Small, Then Scale Up the Delegation
In the beginning, I remained wary of delegating important work. I mitigated risk by starting with small, discrete tasks like scheduling meetings or customer follow-ups. As team members proved themselves reliable, I gradually increased the scope.
Starting small built trust on both sides. It allowed me to learn about employees’ work styles and capabilities. They learned how to meet my quality standards. We built alignment before I delegated big, consequential projects.
Think of delegation as a muscle. Take it slow, and gradually increase the weight over time. You’ll make missteps, but if the trust and communication are there, your team will help carry the load as you delegate more.
Align on Outcomes, Not Process
This was a game-changer for me. Instead of dictating rigid processes, I started focusing everyone on the desired outcome. As long as the end result was achieved with high quality, I didn’t care how they got there.
Empower your team with ownership over their process. Give them guardrails and support, but don’t impose control over their day-to-day approach. You hired great people. Let them determine the best path based on their strengths.
Outcome-focused delegation builds trust and unlocks innovation you can’t create alone. Set the destination, then get out of the driver’s seat and let others chart the route.
Over-Communicate Context and Priorities
When delegating key work, keep your team in the loop with regular check-ins. Explain why the project matters and how it aligns with larger company goals. This context motivates them to put in maximum effort.
Be clear about priorities and timelines. Last-minute rush jobs frustrate team members and set them up for failure. Instead, communicate priorities proactively so they can plan intelligently and pace workload.
Err on the side of over-communicating importance and deadlines. It prevents you from having to micromanage progress. Your team will take ownership knowing the why and when behind what you delegated.
Give Public Recognition and Credit
When a team member accomplishes something you delegated well, recognize their work publicly. Acknowledge how it impacted the company’s success. This positive reinforcement motivates them to take on more responsibility.
Too often, leaders take credit for the work they delegated. Make sure to highlight teammates’ contributions and praise their initiative. They’ll feel valued and work harder than if you just delegate and disappear.
Celebrating wins also spreads enthusiasm about delegated work throughout your team. Everyone will want an opportunity to receive your public recognition, further increasing engagement.
Debrief Both Successes and Missteps
Every project provides learning opportunities — from major wins to mistakes. That’s why relentlessly debriefing outcomes with your team is essential.
Review what went well and where the struggles were. Ask for their candid feedback on how you can improve at delegating. Also, share your perspective and praise their effort. This sets you both up for more seamless delegation next time.
Don’t just move on to the next task. The lessons from thoughtful debriefs will develop your delegation skills exponentially over time.
Let Go of Perfectionism
Mastering delegation requires accepting work won’t be done exactly how you’d do it yourself. People have different work styles. They may take an approach you don’t expect.
But if the end result meets your standards, don’t micromanage the process just because it’s unfamiliar. Delegation means loosening your grip over every detail. Focus on outcomes, not control.
Also, don’t avoid handing off work just because you could do it faster yourself in the short-term. Remember, delegation helps your startup scale sustainably for the long haul. Let speed go.
Trust your team to handle delegated work their own way. Results are what matters, not clinging to preconceived tactics.
Delegating responsibility is a muscle founders must develop as their startup grows. Relinquishing control may seem frightening, but it’s utterly necessary to reach your full potential. Exercise it gradually. Communicate context clearly. Offer public praise. Debrief thoroughly. Over time, you’ll be amazed by what your empowered team can accomplish.
The key is accepting imperfection and focusing on outcomes, not process. Delegation requires faith in your team — an investment that will yield massive returns as you scale new heights together.
