READ TIME: 6 minutes
Earlier this week, I had a candid conversation with a newly promoted manager. She was sharp, technically brilliant, and had been a top performer for years. Her promotion had come later in life, and with it, she carried the habits of a high-achieving worker. like many in their first leadership role, she was struggling with delegation as a new manager, especially the art of letting go.
The struggle? Delegation. Or more specifically – letting go.
She would tell her team to own their work but then question every little detail. She didn’t realise she was giving mixed signals, which left her feeling overwhelmed and her team frustrated. When a team engagement survey came back with words like micromanagement and lack of clarity, she was shocked. But honestly? I wasn’t.
And I say that with full empathy.
Because here’s the truth: delegation for new managers isn’t just about handing off tasks. It’s about trusting others, releasing control, and redefining your identity as a leader.
That’s not easy, especially when you have built your career being the one who gets things done.
So this post is for the new managers out there.
Especially the ones who still feel like they need to prove themselves.
Who fear they will lose credibility if they ask for help.
Who quietly wonder when someone will find out they are an imposter.
Whether you’re older than your peers or brand-new to leadership, let me say this: There’s no shame in learning. There’s no shame in letting go.
Why Delegation Matters
When you hold onto everything, you:
- Burn out faster
- Bottleneck the team
- Deny others the chance to grow
- Risk being seen as unclear or inconsistent
On the flip side, effective delegation for new managers:
- Builds trust and autonomy
- Develops future leaders
- Frees up your time for strategic thinking
- Brings clarity and flow to the workplace
Recognising the Problem: The First Step Towards Growth
I was in my mid-20s when I stepped into my first managerial role. Technically, I was proficient, and I still pride myself on this. But leadership introduced challenges I hadn’t anticipated.
One of the most profound discoveries? The sense of isolation.
There were times when someone in my team, either older than me or the same age, would push back: “I want to do it my way.”
And I would respond by asking them to do it my way instead.
At the time, I didn’t realise I was trying to control the outcome, not because I didn’t trust them, but because I wanted it to be perfect.
Over time, I started observing each team member more intentionally. I trialled letting them do it their way. Some succeeded, earning my trust. Others needed redirection.
What helped?
Sitting down to understand their education, skills, background, and experience.
That insight helped me tailor the type of work I delegated.
And yes, while some talked behind my back, others stood up for me when I wasn’t in the room.
Leadership can be lonely
Research shows that new frontline leaders often experience a shift in workplace social circles, leading to feelings of isolation and uncertainty about social norms. Authentic leadership is negatively associated with workplace loneliness, underscoring how crucial genuine connection is in leadership.
This isolation isn’t just about physical solitude; it’s about the emotional distance that can develop when transitioning from a peer to a leader.
A study published in the Management Research Review found that authentic leadership is negatively associated with workplace loneliness, emphasising the importance of genuine connections in leadership roles.
Acknowledging these emotions is the first step. You’re not alone—and you don’t have to pretend you are.
As Brené Brown says:
“Empathy is a choice. It’s a vulnerable choice because in order to connect with you, I have to connect with something in myself that knows that feeling.”
Self-Reflection Tool: Where Are You Now?
Use these prompts to reflect on where you stand and how you can grow as a leader through delegation.
Task Ownership
- What tasks am I holding onto that could be delegated?
- What tasks could help someone else learn and grow?
- What’s stopping me from letting go?
Communication Clarity
- Do my team members understand their roles and responsibilities?
- Are my instructions consistent?
- Where might I be sending mixed messages?
Trust Levels
- Do I trust my team? If not, why?
- On a scale of 1–10, how much do I trust them to execute without me?
Feedback Reception
- How do I respond to feedback from my team?
- Am I open to suggestions and critique?
Support Systems
- Am I afraid I’ll look “less capable” if I ask for help?
- Who do I go to for advice or support?
- Am I actively seeking mentorship or peer guidance?
Reflecting on these can shine a light on areas where you are ready to grow, and where effective delegation for new managers can truly make a difference.
Practical Delegation Tips for New Managers
- Start Small: Begin with smaller tasks to build mutual trust.
- Understand Skills & Backgrounds: Schedule 1:1s where you share what you’re working on and ask about their skills, education, and experience.
- Set Clear Expectations: Outline outcomes, deadlines, and boundaries.
- Provide Resources: Equip your team with the tools and context they need.
- Encourage Autonomy: Let them approach tasks in their own way—it builds ownership and innovation.
Offer Constructive Feedback: Be timely and specific. Celebrate wins, and guide improvement without micromanaging.
Resources to Support Your Leadership Journey
To further support your development, consider exploring the following resources:
Books:
- The New One Minute Manager, by Kenneth Blanchard – Clear and actionable delegation advice.
- First, Break All the Rules, by Marcus Buckingham & Curt Coffman – What the best managers do differently.
- Radical Candor by Kim Scott – How to be a strong, caring leader.
Articles:
- New to Leadership? Here’s How to Address Loneliness: Discusses the challenges new leaders face and strategies to combat loneliness.
- The Burden Of Leadership: Addressing Loneliness: Explores the emotional toll of leadership and ways to find support.
- Why Leadership Is Lonely & 6 Ways To Cope: Offers practical advice for leaders feeling isolated.
Final Thoughts
Leadership is a journey, and learning to delegate is one of the most important, and often the hardest milestones for new managers.
Recognising what you need to work on, seeking support, and taking intentional steps toward letting go is not a weakness, it’s wisdom.
You don’t need to have it all figured out. You just need to be willing to grow.
And remember: you are not alone in this.
Feeling a little lighter after reading this?
Share this post with a friend who might also benefit from this post.
Book a complimentary Strategy Session
If you’re ready to dive deeper and explore personalised strategies for exploring whats holding you back, managing stress and achieving your goals, let’s work together.
Join a global community of readers for exclusive tips, strategies, and resources to help you level up your life, career, and personal goals.
I will never spam or sell your info. Ever.
