Lessons on Leadership (#1): A Case for Delegation
Turning delegation dilemmas into growth opportunities.
⏱️ Reading Time ≈ 8 min
Behind the Scenes
I’ve been reflecting on a particular event in my professional life that speaks volumes about what leadership truly is—especially when it comes to delegation. It’s a scenario many of us have faced: implementing a shiny new tool or system, only to discover that technical hiccups aren’t the only hurdles. Often, the real snags are rooted in how we communicate and collaborate (or fail to).
A few years ago, my organization decided to overhaul its project management approach. I was entrusted with a central role: devising a fully fledged methodology—something we’d never had before—and pairing it with a robust software solution. We landed on Jira, convinced it would bring consistency across departments and align with existing internal expertise. Early results looked promising, and everything seemed to be on track for a smooth transition.
Fast-forward to the final phase, where our consultants were supposed to get hands-on with Jira. That’s when a serious snag emerged: user-permission misconfigurations. In hindsight, these issues stemmed from some hasty setup decisions in the past and a lack of an in-house admin equipped to fix them properly. Meanwhile, our old project management software was about to expire—a ticking clock that could force us to pay for a product we were phasing out.
I raised the alarm repeatedly, stressing the urgency of the situation. But for weeks, my messages went unanswered. Eventually, I received a sudden email from a senior manager who—without consulting me—had decided to reschedule a key meeting and hand the problem off to two team members who didn’t fully grasp the context.
That single decision sparked a flurry of extra communication: emails, Team chats, additional phone calls. We spent hours unraveling what should have been resolved in one well-structured conversation. In other words, attempts to “save time” by bypassing the project owner ended up creating confusion and inefficiency.
This is where leadership and delegation reveal their true nature: if you’re a senior figure, you can certainly offer guidance, but you risk stalling progress when you dismiss the expertise of those who’ve been entrusted with a project.
Lessons Learned
I walked away from this experience with a fundamental realization: truly effective leadership respects the authority, expertise, and unique contributions of every person entrusted with a project. It’s not just about making sure tasks get delegated; it’s about ensuring the right individual is entrusted with the right role—and is fully supported for their knowledge. When a leader undermines or bypasses that person, it can undermine trust, create frustration, and spark a ripple effect of confusion that might take days to untangle.
Moreover, a leader’s job goes beyond mere oversight. It’s about supporting, coaching, and empowering the person who’s been delegated responsibility. That’s how you foster ownership and motivation—because people who know they’re trusted will go the extra mile to make the project a success. On the flip side, scattering responsibilities or overshadowing the designated owner only generates misunderstandings and wasted effort.
Looking back, I also realized that relying solely on emails or formal requests wasn’t enough on my part. In a situation this critical, a personal conversation could have made the urgency crystal clear. No matter how thorough a written message may be, it rarely matches the clarity that emerges from direct, real-time discussion. By engaging in immediate dialogue, you can gauge reactions, address concerns in the moment, and foster a true sense of shared responsibility. That, ultimately, is what leadership is all about: pairing practical delegation with empathetic communication so that every stakeholder feels both heard and valued.
Conclusions
Below are a few key points I’d emphasize based on this experience:
Identify who holds the full picture: always involve those who understand the entire scope of the problem.
Honor the project owner’s authority: don’t let people with only partial info make far-reaching calls.
Communicate proactively: when stakes are high, a direct conversation saves immeasurable back-and-forth later.
Lead by empowering: senior leaders exist to guide and elevate, not to override or undermine.
Remain conscious of emotional impact: excluding knowledgeable contributors can demotivate them and stall progress.
The moral of the story? Leadership isn’t just about making decisions swiftly—it’s about making them wisely, with the right people at the table. Delegation can transform everyday challenges into opportunities for learning, trust-building, and collective success, provided we approach it with respect, clarity, and genuine collaboration.
👋🏼 Make the most of it! Until next time, S.
