Delegation without the burn

Ahoy?leaders,

If you’ve ever thought, “Delegation just doesn’t work”, you’re not alone.

Most leaders don’t delegate because:

? They think their team isn’t skilled enough.

? They don’t trust the task will be done well.

? They believe their value comes from doing rather than leading.

So, they just keep adding more to their own plate.

I recently worked with a leader, Mark, who was drowning in work—100+ hour weeks, thousands of unread emails, and barely keeping up. When I asked why he wasn’t delegating, he admitted: "I don't know how and what tasks to give to them, so I just do everything myself."

The real problem?

He hadn’t learned how to balance trust and skill in delegation.

Here's the brutal truth: If you can’t delegate properly, you’ll stay average. Worse? Your top talent will leave because you’re suffocating their growth.

So, here’s your challenge:

1?? Identify a task where you don’t add unique value.

2?? Use the trust vs. skill matrix (I’ll share more on this soon) to figure out if and how you should delegate it.

3?? Track the time saved—and what that time could have been spent on instead.

If you don't add value, you need to delegate—but properly. This isn’t about dumping tasks and hoping for the best. It’s about matching the right level of trust and skill to the task so you don’t get burned.??It’s about freeing yourself to lead and empowering your team to step up.

In my book (coming soon ??), I dive deep into the trust vs. skill matrix, a tool that ensures you delegate the right way. Want a sneak peek at how it works?

Hit reply and let me know—I'll notify you as soon as the book is ready.

Stop bottlenecking your team. Stop burning yourself out. Step into actual leadership.