The secret of truly thriving leaders? Delegate without fear!

Delegating Without Fear: The Secret of Truly Thriving Leaders

When I meet young or second-generation managers, I often see the same scene: an endless to-do list, overcrowded agendas, and a belief rooted in their minds:

🗣️ “I have to prove that I'm worthy, so I do everything myself.”

This is exactly the mistake made by "Arturoo" (obviously a fictitious name, but the story surrounding him is real and quite common), a young manager I recently worked with and, incidentally, one of the best talents I've met in recent memory. During our first meeting (the iProfile handover, to be clear), he found a way to throw a three-page to-do list on the table. He was enthusiastic about his role, yes, but so enthusiastic and involved that he was also completely overwhelmed.

I asked him: “Is there anything you can delegate?” (It was clear that he would not have been able to really follow so many activities well, which were also important and demanding for the strategic development of the company).

His response was as immediate as his astonished expression: “No, eh! These are innovations I brought to the company and things only I can do!”

The truth? It wasn't. It didn't take long to make it clear that the problem wasn't that no one was able to perform those activities, but that “Arturo” felt the need to prove his worthLike many emerging leaders I've known, he feared that delegating was a sign of weakness.

If you recognize yourself in this situation, know that delegating doesn't mean losing control, but multiplying the value of your work. Here's how to do it without fear (it's the same advice I would give you if you were my client).

1️⃣ Change your mindset: you are no longer a doer, you are a leader

One of the main obstacles for those who struggle to delegate is the way he sees his role.

• 🎯 If you got promoted, it's because you were good at your job. But now your job is no longer just to “do,” but to lead others to do.
• 🎯 Your performance is no longer measured by how much you do, but by how much you grow your team.
• 🎯 Don't think of others as 'badly skilled' or 'not yet ready for', they will very often surprise you (and, in many cases, even be much better than you at some specific tasks). Your main task is not to prove that no one is as good as you, but rather that, with you, people grow, improve, challenge themselves and reach their best. Your job is to demonstrate that you recognize their great talents and offer them the opportunity to showcase their lives on the best stage they could have hoped for. And they, in most cases, will be proud to share their lives with you!

If you just focus on completing tasks, you limit your growth and that of your teamBy delegating, you give your employees the opportunity to learn, take on challenges, and grow (just as you've had the opportunity to grow).

2️⃣ What to delegate (and what not to)?

Once you accept that delegating is part of your job, the next question comes: where to start?

✔️ Make a list of your activities and ask yourself:

• What activities prevent me from focusing on strategic projects? (Often these are things that can be delegated but are visible to others and are reluctant to let go of!).
• What activities could be a growth opportunity for my team? (Let go of the idea that this will somehow overshadow you!).
• Which tasks leverage my employees' strengths? (Yes, that's right: your juniors have strengths too!).

🎯 What NOT to delegate?

Activities that require strategic vision, critical decisions, and key relationships with stakeholders and customers.

🎯 What CAN you delegate?

Operational tasks, repetitive activities, and even complex projects that can be broken down into multiple parts and assigned to multiple people.

3️⃣ How to delegate effectively

🔹 Get clear on why

When you assign a task, explain not only What it must be done, but also Why it's important.

🔹 Give autonomy, but set clear boundaries

• ✅ Agree on goals, but leave room for creativity on as reach them.
• ✅ Set up check-in times to monitor progress without becoming a micromanager.

🔹 Give feedback and celebrate successes

The best way to grow your team is to give constructive feedback and recognize successes.

4️⃣ If you don't learn to delegate, you're blocking yourself

Halfway through our journey together, "Mario" started delegating (but it was hard, huh!). The result? He was more focused on important projects, his team was more engaged, and his leadership grew.

💡 Remember:

• ✅ Delegating isn't a loss of control, but a way to add value to your work.
• ✅ The more delegation and responsibility you give your team, the more likely you are to grow as a leader.
• ✅ If you want to advance your career, you need to be able to build a strong, independent team.

🎯 Total? The real secret to leadership is trusting others.

If you want to be an effective leader, stop doing everything alone. Teach, guide, and allow room for your team to grow.

Leadership is not about proving yourself indispensable, but create the conditions for the company to function well even without you.

💡 Now it's your turn:

• 👉 What's the most burdensome task for you today that you could start delegating?
• 👉 Who on your team could thrive with new responsibilities?
• 👉 How can you support him in the process without micromanaging?

Start now. The best leader is not the one who does the most, but the one who helps people grow the most. 🚀