Effective Delegation
Delegate outcomes, not tasks; clarify context, constraints, and check-ins.
Explanation
Most leaders delegate badly by telling people exactly what to do step-by-step, which creates dependency and stifles growth. Effective delegation gives people ownership of results while providing clear boundaries and support. When you delegate the outcome but let them figure out the method, you develop their problem-solving skills and free up your time.
Real-World Example
Bad: 'Send these three emails, format them like this, send at 2pm.' Good: 'We need partners excited about launch. Success = 5 confirmed attendees by Friday. Budget is $1k. Weekly check-ins. You decide the how.' Second approach develops people.
How to Apply
POWER framework: Purpose (why this matters), Outcomes (what success looks like), Width (boundaries and constraints), Expertise (resources available), Review (when we'll check in). Be clear on authority level: Recommend? Decide and inform? Full autonomy? Start small, expand based on success.