You Can Beat the 4 Barriers of Delegation—Here’s How
As leaders, we have a responsibility to focus on the work that only we are uniquely positioned to do—strategic planning, building team capacity, and championing our mission. Yet too often, we get pulled into managing details that someone else could handle just as effectively as—if not better than—ourselves. But why?
When we avoid delegating, we’re not just holding on to tasks; we’re neglecting the responsibilities that truly need our attention. And sometimes, whether we’re aware of it or not, clinging to low-impact work is a way to protect ourselves from more complex and meaningful tasks that we fear we won’t succeed at.
The difference between effective and ineffective leadership isn’t whether these reservations exist, as they do for most of us: it’s whether you can recognize how they might be holding you back. And the better you understand your mindsets and their effects on your leadership, the more freedom you’ll have to focus on the work only you can do.
Let’s unpack the top mental barriers to delegation and, more importantly, how to break through them to unlock the full potential of your leadership.
Barrier #1: Fear of Overloading Your Team
For many leaders, the hesitation to delegate is rooted in a sense of obligation and a desire to protect their team. You might worry about overburdening others or feel that it’s your responsibility to shoulder the brunt of the workload. While this mindset comes from a positive place, it can leave you stretched too thin and deprive your team of opportunities to grow.
Breakthrough: Delegation is about distributing responsibilities thoughtfully and strategically, so you don’t overload anyone–including yourself! Your whole team can achieve more when each is able to play on their strengths and carry their part of the load.
Consider each of your team members’ strengths, capacities, and needs, and delegate accordingly. Which team members are eager to step up and have the skill and time to do so? Are there tasks that align with a team member’s talent or interest? Would transferring a responsibility give someone greater ownership over their work? Effective delegation creates space for growth—both yours and theirs—and strengthens the team as a whole.
Barrier #2: “It’s faster if I do it myself.”
In the short term, this might be true. But over time, this mindset leads to unnecessary overcommitment, an underdeveloped team, and, ultimately, burnout. Imagine an executive who insists on approving even the most minor project details. While it ensures short-term precision, it slows team growth and strategic decision-making, turning the leader into a bottleneck rather than a catalyst for progress.
Breakthrough: Think long-term. Training someone to take on a task might take time upfront, but moving that task to someone else's plate frees up an ongoing chunk of your schedule. It also builds team trust and capacity.
Document processes and provide clear guidelines to set your team up for success. Start by jotting down step-by-step instructions for one recurring task, including key details or decisions that ensure quality. Use tools like shared documents or task management software to make these processes easily accessible, and update them as needed.
Barrier #3: Emotional Attachment to Tasks
Certain projects or responsibilities might feel deeply personal, making them harder to let go of. Leaders might hold onto a task simply because they have "always done it," they feel obligated to do it, or they have a nostalgic connection with it. While enjoying and connecting with your responsibilities as a leader is essential, it's critical not to let emotion inhibit the meaningful work that only you can do.
Breakthrough: Reflect on what truly needs your attention versus what you’ve been holding onto out of habit or sentimentality. List a few recurring tasks that others could reasonably do, then choose one to start transferring to a team member, making more room for you to focus on HLAs.
Develop a detailed plan for handing off the task to ensure a smooth shift, including an estimated timeline, clear responsibilities and processes, and regular check-ins with the team member.
Barrier #4: “No one can do it as well as I can.”
If this thought has ever crossed your mind, you’re not alone. Many leaders feel this way, even if they don’t like to admit it or put it quite so bluntly. It’s a natural response, often tied to perfectionism or a fear of losing control. But here’s the truth: holding on to this mindset stifles growth—yours and your team’s.
Breakthrough: Start by redefining “well.” Ask yourself: Does this task need perfection, or is ‘good enough’ really good enough? To figure this out, consider the stakes: Does this task directly impact your strategic goals, or is it more about maintaining momentum?
Let your priorities guide your decision. Focus on outcomes rather than micromanaging the process. Train your team to meet your standards, and trust them to deliver.
How Delegating Big Creates Space for Changemaking Work
When you’re not bogged down by tasks that others can handle, you free up space to:
Think Strategically: Focus on decisions and initiatives that drive transformation rather than day-to-day minutiae.
Inspire Growth: Develop a team capable of stepping into larger roles, strengthening your organization’s foundation.
Honor Your Leadership Legacy: Take on challenges and opportunities that align with your vision and values.
Delegating big isn’t about giving up control—it’s about stepping into the leader you’re meant to be. By breaking through these mindset barriers, you’re not just freeing yourself; you’re supporting your team and creating conditions for meaningful impact.
Your Next Step: The more time you spend on high-leverage activities, the greater your potential impact as a leader. To learn how to maximize your focus on HLAs through strategic delegation, download a FREE copy of the Pursue Intentional Action Workbook from It’s the Impact.
Ready to truly elevate your leadership? Book a free call with us today to learn how our leadership coaching can transform how you lead. Don’t wait—your changemaking work deserves your full attention now.