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Summary.
When you see an employee struggling with a task you could do easily, it’s only natural to want to step in and help. But from the other side, this can feel more like micromanagement than support. And when leaders over-function by keeping too much work for themselves, they allow those around them to under-function. We all know how important it is to delegate — both to help employees grow and to create a more collaborative, empowered, productive team. How can you get better at this key leadership skill? First, shift from a doer to a leader mindset. Second, embrace the discomfort of the learning process. Third, identify low-stakes tasks that are less risky to delegate. Finally, be curious and facilitative instead of prescriptive.“How are you justifying the sales and expenses estimates?” the CEO asked. My face glowed red as I stuttered. My heart rate skyrocketed and my throat tightened. I looked at my boss, Valerie. She made eye contact, held a soft gaze, and said nothing.