When I first became a manager, I was both a people leader and a producer. I had a team of five whose growth, direction, and output were my responsibility, and I also carried a heavy workload of my own. On top of that, I was taking on projects and pursuing personal development opportunities. It didn’t take long before the weight of it all caught up with me.

Like many new managers, I hit burnout. My solution at the time was to protect my team from extra work by taking on more myself. If they were already busy, I’d pile on my own plate. If a stretch assignment came up, I’d volunteer rather than delegate. I thought I was being a supportive leader, but in reality, I was holding them back.

By keeping all the work on my shoulders, I was robbing my team of critical development opportunities: learning to juggle multiple priorities, building confidence through stretch projects, and even the important skill of pushing back when capacity was maxed. Those are the very skills that help people grow into stronger contributors and future leaders.

The turning point for me was learning that delegation is not about dumping tasks. It’s about development. Done well, delegation empowers team members to grow, keeps them connected to meaningful work, and gives managers the bandwidth to lead more effectively.

The Art of Delegation

Here are four ways managers can delegate to develop, not dump:

1. Be clear about the outcome, not just the task.
   Don’t just say, “Can you schedule this meeting?” Try, “Can you schedule this meeting so the project team can make key decisions before our deadline?” Adding purpose transforms the task into a contribution.
2. Connect the work to the bigger goal.
   People are more engaged when they see how their effort contributes to the larger picture. Delegation should always come with the “why.”
3. Match responsibility to strengths and growth goals.
   Delegation is a powerful development tool when you align the work with what someone is good at, while also stretching them toward new skills.
4. Check in to coach, not to micromanage.
   Follow up with support, guidance, and feedback. The goal isn’t to hover, but to help them succeed.

When managers delegate with these principles in mind, they don’t just move tasks off their list. They build capability across the team, prevent burnout for themselves, and create a culture of shared growth.

Why It Matters

The best managers understand that leadership isn’t about doing it all—it’s about developing others to do more. Delegation, when done with intention, is one of the simplest and most effective ways to build future leaders.

That’s why it’s an important focus in our Manager Essentials program at Plum Leadership Group. We cover the practical tools of delegation, practice real-world role plays, and equip managers with the skills and confidence to delegate effectively. The result? Managers who know how to build stronger, more capable teams.

Ready to Strengthen Your Management Skills?

Delegation is just one of the many skills we help managers practice and master in our Manager Essentials program. Over the course of the program, participants build the tools and confidence they need to lead effectively, engage their teams, and deliver stronger results.

If you’re ready to equip your managers with the skills to succeed, learn more about Manager Essentials here or connect with us directly to explore how we can support your team.