How Middle Managers Can Build Capacity, Boost Wellness & Develop Future-Ready Leaders
In a recent coaching session, a leader said, “I know I need to delegate more… but it’s just faster to do it myself. I don’t have time to explain it & make sure they do it right.”
We know this mindset is common (& heck, we’ve personally felt that at points, too!) But something we also know is that this mindset is incredibly costly.
🧚♀️ Every time a manager thinks this, a burnout fairy gets its wings…
🪨 …& a metaphorical boulder rolls right in the way of a direct report’s growth path.
But here's the deal: excellent delegation is not just a handoff of tasks. It’s a strategic act of leadership. This is why it’s an important pillar in our Middle Manager Protocol development experience that helps managers build the mindset, skills, & habits to lead with intention, connection, & efficacy.
So, this is what we teach:
Delegation is great for the manager AND great for their team members.
Delegation isn’t about offloading the boring stuff or temporary, short-term relief for the manager. It’s about increasing their capacity as a leader for the important & strategic areas of focus and stretching & challenging their team for accelerated growth & impact.
1. Excellent delegators are more strategic, effective leaders.
When managers delegate well, they create space to focus on the work that only they can do. Delegation helps them level up beyond being an amazing & efficient individual contributor with a managerial title, & instead they can operate at the height of their capabilities. Managers enhance their impact when they focus on:
Setting & communicating the company vision
Clarifying what success looks like
Leading & managing execution of tasks at the team level
Coaching team members
Making timely, values-aligned decisions
These are the things that help the team & organization accomplish bigger, more impactful things without putting the manager on the fast-track to burnout.
2. Delegation provides career-defining growth opportunities for high potential employees & the next level of leaders.
Half of your job as a manager is delivering results. The other half is developing your people. That means offering stretch opportunities to challenge employees & build the skills they need for the future, not just managing performance on tasks they already do well. And as Deloitte’s 2025 Gen Z and Millennial Survey shows, when people grow, they stay.
Think about it: GenAI can already handle 50–60% of the typical entry-level task list like data cleaning, scheduling, or drafting emails. If you want to retain & grow top talent, you’ve got to move past managers hoarding all the hard work or only delegating simple handoffs. Instead, they need to use delegation to create meaningful stretch assignments.
Ok, great, but how do we do it?
We don’t just teach the theory of delegation; we help managers practice it.
In the Middle Manager Protocol, we combine learning modules with peer conversation, reflection, coaching, & real-time experimentation. Managers explore their own blockers (“I feel guilty,” “It’s easier to do it myself”) & practice new delegation skills in a safe space before applying them in real life.
Here’s what we teach them to do:
1. Don’t hoard the hard stuff
If something feels too complex to delegate… that might be exactly what makes it a great stretch opportunity. Break it down, offer support, but don’t shield your team from the good stuff.
2. Match the stretch to their strengths
Delegate with intention. Talk with each team member about their growth edge (aka what they want to be known for, where they want to grow) & align your delegation to their long-term path. This is where you can be an excellent Ikigai matchmaker – finding the place where the team member’s interests & strengths intersect with the organization’s needs.
3. Make it a development conversation
Delegation isn’t just task assignment. It’s a chance to say, “I believe you’re ready. This will stretch you, and I’ve got your back.” Give them the why behind your delegation, not just what you need them to do.
4. Debrief & Celebrate
(Surprise! We always know how to bring the topic back to confetti). 🎉
After the assignment or initiative is complete, take time to reflect together with the team member. What worked? What would they try differently next time? Reinforce the learning. Celebrate the stretch. Build a growth loop.
The Future of Leadership Starts in the Middle
Leadership doesn’t begin at the VP level. It begins right here, in the middle, when a manager takes a breath, loosens their grip, &says, “I trust you. This one’s yours.”
Whether you’re a people leader investing in your leadership bench, or a manager looking to lead with more confidence, capacity, & clarity, delegation isn’t just a skill. It’s a multiplier.
And yes… if your boss is giving you the big, hairy assignments right now?
🎉 That’s your stretch moment. Welcome to the growth zone.
Want to equip your managers to delegate with confidence & coach with impact?
Join us in the Middle Manager Protocol.
We help managers build the skills to lead well—without burning out.
Connect here to learn more!
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