Delegation vs. Abdication

All delegation is not created equal.
Handing something off isn’t the same as setting someone up for success.

Great managers delegate. Struggling managers abdicate.

The difference?
Delegation comes with clarity, context, and support.
Abdication is just dumping the task and walking away.

The gap between the two determines whether your team thrives—or spirals.

Why it matters:

• Culture: Delegation builds trust; abdication builds frustration

• Retention: Teams don’t leave responsibility—they leave confusion

• Performance: Clear delegation accelerates growth; unclear handoffs stall momentum

What most managers overlook:

They think delegation is about getting something off their plate.
But the best managers treat it as a way to grow others—not just unburden themselves.

When Mary Barra took over at GM, she delegated decision-making authority down the chain—but made sure it came with shared principles and aligned accountability. That’s real delegation.

How to get it right:

• Define what success looks like (and by when)

• Share relevant context so the person understands the “why”

• Stay available for support—don’t micromanage, but don’t disappear

• Follow up with feedback, not just status checks

Do:
✅ Delegate outcomes, not just tasks
✅ Empower decision-making within clear boundaries
✅ Clarify who owns what—and why

Don’t:
❌ Toss tasks without context
❌ Disappear until something breaks
❌ Confuse silence with alignment

Delegation isn’t about doing less.
It’s about helping others do more—better.