How Delegation Builds Strong Teams

Delegation: Building Skills, Trust, and Future Leaders

In this month’s LeaderGov podcast, Mr. Bill Stark, co-founder of LeaderGov, and Ms. Lindsay Snyder welcomed Mr. Matthew Lue, Chief Financial Officer for the City of Columbia, Missouri, (population 130,000) to discuss the vital leadership practice of delegation.

Mr. Lue shared how effective delegation not only frees a leader’s time but also develops staff, builds trust, and prepares the next generation of leaders.

Mr. Lue, who oversees a Finance department of approximately 80 employees in a city with over 1,600 – 2,000 employees, emphasized that his responsibility is to “leave the city in better hands” by equipping his team for future leadership. Delegation, he noted, instills pride in employees, gives them ownership of important work, and helps them grow professionally.

Key Insights from Mr. Lue:

• Know your team: Leaders should spend time observing and engaging with employees to understand both their strengths and areas for growth. Assignments can then align with either existing skills or opportunities for development.
• Challenge your staff appropriately: Effective leaders assign tasks that may stretch employees beyond their comfort zone, offering growth opportunities while providing support throughout the process.
• Communicate clearly and follow up: Successful delegation requires clear expectations, deadlines, and regular check-ins. Both the leader and the employee share responsibility for ensuring mutual understanding and progress.
• Explain the purpose: Employees are more motivated when they understand how their assignment fits into the organization’s larger goals.
• Foster psychological safety: Employees need assurance that mistakes will not result in embarrassment or punishment, creating a trusting environment where they can take initiative confidently.

Mr. Lue shared a personal story from early in his career illustrating the problems that arise when expectations and timelines are not communicated effectively. He underscored that leaders should not assume employees understand the urgency or context without explicitly discussing it.

When asked about employees reluctant to take on new challenges, Mr. Lue advised explaining the purpose of the assignment and helping them see the value of their contribution. While not everyone aspires to advance into leadership roles, all employees can take pride in excelling at their current responsibilities.

He also recommended the book If You Want It Done Right, You Don’t Have to Do It Yourself by Dr. Donna Gennett as an excellent resource for improving delegation practices.

What Workshop Registrants Said

Ms. Snyder summarized the results of a 3-question poll for those that registered for the workshop:

• How often do you delegate to stretch employees?
• 35% said “from time to time for selected employees”
• 30% said “frequently to all team members,”
• while ~20% admitted they “mainly delegate to lighten their own load.”
• Roughly 10% said they “don’t delegate preferring to do tasks themselves”
• Does your manager delegate stretch tasks to you?
• 40% said “frequently,”
• 40% said “sometimes,”
• 20% reported “very little or never.”
• How do you feel when delegated to?
• A majority, ~60%, said they felt “encouraged and saw it as a chance to grow,”
• ~20% felt assignments seemed like “busy work” disconnected from strategy.

These responses reinforce that while many leaders recognize the value of delegation, there remains room for improvement in making it meaningful and developmental.

Why Delegation Matters: By the Numbers

Research shows that effective delegation can improve team productivity by as much as 33% (Gallup, State of the American Manager, 2015). Another study found that 70% of employees who felt empowered through delegation reported being more engaged at work (Harvard Business Review, 2017).

Mr. Stark concluded the discussion by reminding listeners that failure to delegate can hinder both leaders and their teams. Trusting employees, investing in their growth, and creating a safe environment ultimately strengthens the team and ensures organizational resilience for the future.