When you’re a business leader or entrepreneur, the importance of the success of your business is felt in an all-encompassing way. Because of this, it’s rational to understand why some leaders want to have their hands in every single aspect of the business. But at what point does that well-intentioned care throw off the balance of the team and the dynamics of one’s operations? If you’re a business leader or owner who has a hard time loosening their grip and delegating tasks to their capable team, keep reading.
WHY THE STRUGGLE?
Suzann Foerster, Leadership Coach and CEO of Suzann Foerster Leadership Coaching, explained that many leaders struggle to delegate because they don’t fully trust others to meet their standards, fearing the consequences if things go wrong. That fear, she said, often ties back to how it might reflect on them as a leader.
“For some, the hesitation is legitimate. Their team may not yet have the skills or clarity needed to succeed,” Foerster said. “In those cases, the leader’s real work is to develop their people, not just do the work themselves. But that requires getting off the treadmill and stepping out of the comfort of constant doing to invest time in coaching and aligning. You will move slower at first, and it may even feel uncomfortable. Yet that temporary pain is the price of building long-term capacity.”
According to Foerster, many leaders think they’re being clear with their team, but haven’t actually achieved shared understanding.
“True clarity means being able to describe exactly what ‘good’ looks like, what quality standards to meet, and what outcomes will make you say, ‘Yes, that’s it,’” she said, noting how delegation breaks down without that level of definition. “When leaders fail to delegate effectively, they overwork themselves and send unintended messages to their teams.”
Some of those messages include:
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“I don’t trust you.”
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“You’re not worth slowing down to teach.”
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“It’s not OK to make mistakes.”
“This breeds frustration, limits autonomy, and deprives team members of opportunities to learn and build confidence. The ripple effect is a stifled team that performs below its potential,” Foerster shared. “A leader’s real job isn’t just to get the work done; it’s to build the team’s capacity to get the work done. When leaders invest in their people’s skills and confidence, they strengthen both performance and culture.”
BEGINNING TO LET GO
If you’re struggling to loosen your leadership grip, Foerster recommends getting curious about the cause of your hesitation and asking yourself the following:
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What’s really keeping me from delegating this?
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Am I afraid it won’t be done perfectly?
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Do I believe I’m the only one who can do it right?
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Am I avoiding discomfort, giving critical feedback, or potential mistakes?
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Do I fear not knowing what’s going on?
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Is it hard for me not to be the “go to” person for everything in my department?
“Naming what’s in your way is the first step,” Foerster said. “Once you see whether your reluctance is about control, fear, or lack of trust, you can begin to address it with intention.”
If you don’t know where to begin with delegating, consider the following four-step framework Foerster uses with her clients:
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Identify what to delegate. Choose work that grows your team or frees you to focus on higher-value priorities.
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Match the person. Consider readiness, motivation, and growth potential when deciding who should take it on.
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Define the approach. Clarify expectations, authority, and checkpoints. Provide the resources and coaching needed for success. Ensure you both can clearly describe what “good” looks like; what standards and results will signal that the work is truly done well.
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Follow up and reflect. Debrief together on what worked, what didn’t, and how you both grew in the process. Rinse and repeat.
“Being honest with yourself about why you struggle to delegate is the fastest way to get better at it,” Foerster reminded. “Whatever the reason, it’s normal. Your hesitation isn’t weakness; it’s human. Most resistance to delegation is rooted in real emotions like fear, control, or perfectionism. Once you name what’s driving it, you can lead yourself and others with more clarity and confidence.”
Written by Sarah Suydam, Managing Editor for West Michigan Woman.
This article originally appeared in the Jan/Feb ’26 issue of Groups Today.
