Welcome to the final major transition in change management: moving from Supporting to Delegating. This is where capable, confident team members become fully autonomous contributors.
Your challenge? Reducing hands-on support without making employees feel abandoned. Think of it like a manager trusting a high-performing employee to lead a project independently for the first time.
Engagement Message
Have you ever seen a colleague who was ready for full autonomy but still received too much oversight?
Recognize this transition when employees consistently deliver high-quality results and make sound decisions on their own. They’re no longer asking, “What should I do next?” or seeking constant reassurance.
Instead, they update you on progress and ask strategic questions about broader business objectives.
Engagement Message
Share one example of a tactical question and one of a strategic question in a business context.
Here’s the tricky part: your team members still value your connection and input, just in a different way. Pulling back too quickly can feel like abandonment, while not pulling back enough can limit their growth.
You need to shift from being their safety net to being their strategic business partner.
Engagement Message
When have you felt micro-managed at work despite being fully capable?
Start by spacing out your check-ins. Move from “How can I help today?” to “Let’s connect weekly to review progress and discuss any challenges.”
Change the frequency, not the quality, of your interactions. Focus on meaningful conversations rather than constant monitoring.
Engagement Message
How might this change feel to someone you’re supporting in the workplace?
Transform your role from problem-solver to sounding board. When employees bring up challenges, ask “What options are you considering?” before offering solutions.
Your expertise becomes available when needed, rather than being automatically provided.
