#Delegate March 9
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March 2026 marks the 75th consecutive month that Jeff Neelon, Jaclyn Donovan, and I have completed a 30-Day Coach4aday Challenge. For this milestone month, we’ve chosen to focus on teaching. Each day for 30 days, we will share one lesson, principle, or insight gained from the previous 74 challenges—calling it the 30-Day Coach4aday Teach It Challenge. For each of us we believe that our own personal growth increases when we share it.
Today I am revisiting the importance for newly appointed leaders to understand the importance to DELEGATE.
Transitioning from being the doer to becoming a supervisor—at any level—requires the ability to let go of doing everything yourself and learning to effectively delegate. This was a post that I wrote back in 2019.
“Teach It” 30 Day Challenge Guidelines
In past challenges, we invited others to join us, though participation has been limited. This month, the three of us will return to January 2020—the very beginning—and move forward to the present, reflecting along the way and sharing a life lesson or insight from any month with one another.
Here is how we will do it.
- Identify the principle, insight, or lesson from a previous 30-Day Challenge-identify the Challenge also.
- Teach that lesson to each of us.
- Share the conversation by posting on social media with the hashtag #Coach4adayChallenge
Day 9-Delegate
Hard-working leaders often face a new challenge as they take on greater responsibility through promotion or advancement.
Whether it’s an assistant coach becoming a head coach, an employee becoming a manager, a director stepping into a vice president role, or a vice president becoming president, each transition requires learning how to effectively delegate to others.
Promotion Challenges
The challenges are many.
- For some leaders it is trusting that others will work as hard as they do
- For some it is letting go of tasks because they falsely believe others are not as competent as they are.
- The guilt of asking others to do what they do best
- Not clearly defining the tasks that need to be completed
What newly minted leaders have to understand is their new role requires coaching those that they supervise and not doing the work that probably got them promoted. At least not at the frequency they did it before.
When leaders are promoted they sometimes fail to realize that what they need to do is spend time developing their team. They can do this by teaching skills and then delegating responsibilites. They also need to spend more time in planning and thinking. Planning is hard work and for some newly promoted leaders this may be a responsibility they have not done much of.
Simon Sinek states it well that leaders have to “Let It Go”.
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