Delegation isn’t just a skill; it’s an art—and let’s face it, one of the hardest to master. As a lawyer and leader, it’s easy to convince yourself that you’re the only one who can do things the “right way.” But the reality is, clinging to every detail isn’t just exhausting—it’s holding you, your team, and your firm back. I know this because I’ve been there.
Back in the day, when I started my law firm I leaned into doing more than I ought to have—client work, marketing, networking, admin work, everything. It was a different story when I started my coaching business because I had learned to let go, focus on the things I was good at and that moved the needle for my business, that I truly experienced the power of leveraging my team. Delegation is about creating time and space for what only you can do: lead, strategize, and envision the future.
In this post, I’ll break down the four levels of delegation and, more importantly, how you can embrace the pinnacle—**Designing**—to achieve growth and freedom.
Four Common Mindset Barriers to Delegation
Let’s start with the mental roadblocks. If you’ve ever hesitated to delegate, chances are one of these is to blame:
Fear of Losing Control
I see this all the time with my coaching clients—and I’ve struggled with it myself. We worry that if we hand something off, the quality will suffer. But here’s the kicker: trying to control everything creates bottlenecks and limits your firm’s potential.
2. Perfectionism
Lawyers often tell me, “No one will do it as well as I do.” That may be true initially, but without delegating, your team will never rise to meet or even surpass your standards. Remember, perfection is the enemy of progress.
3. Fear of Being Less Essential
I call this the “busy equals valuable” trap. If your calendar isn’t packed, do you still feel like a leader? Delegation gives you the space to breathe and think strategically, which is where your real value lies.
4. The Time Investment Misperception
“It’s faster/easier if I just do it.” Sound familiar? While that might be true in the short term, it’s a myth in the long run. Training someone else to handle repeatable tasks pays dividends over time.
The Four Levels of Delegation
Let’s walk through the progression of delegation. Understanding where you are—and where you need to go—is the key to transforming how you lead.
Level 1: Doing
Here, you’re stuck in the weeds, executing tasks yourself. It’s exhausting and unsustainable. When I started Advocatus Coaching, I wasted hours scheduling appointments and managing my inbox. Once I delegated these tasks, my productivity skyrocketed.
Level 2: Deciding
This is the micromanagement zone—you assign tasks but require constant approvals. It’s a step forward, but not enough to truly free up your time or empower your team.
Level 3: Delegating
At this level, you delegate both the task and the authority to complete it. Your team begins to take ownership, but there’s still a gap between independence and innovation.
Level 4: Designing
Now we’re talking. Designing is where you, as a leader, define the vision, align your team’s goals, and trust them to innovate and execute with excellence.
Level 4: Designing — The Pinnacle of Delegation
Designing is where leadership meets vision. It’s not about stepping away but stepping up—moving from managing tasks to inspiring outcomes. Here’s what it looks like in action.
What Does Designing Look Like?
Imagine you’re a managing partner tasked with expanding your firm’s business litigation practice. Instead of dictating every detail, you outline the high-level goal: become the go-to firm in the region within three years. Then, you empower your team to figure out the best way to achieve that goal.
One partner creates a targeted client acquisition strategy. Another revamps internal processes to handle increased caseloads efficiently. By letting go, you’re not just delegating—you’re cultivating leaders within your firm.
Mindset Shifts for Designing
To lead at this level, you must adopt two critical mindset shifts:
1. From Doer to Visionary
Stop focusing on how tasks get done and start focusing on where you want your firm to go. When I stopped designing every marketing campaign and instead shared my vision for what I wanted my brand to represent, my team produced incredible results—sometimes better than I imagined.
2. From Manager to Leader
You’re no longer there to supervise; you’re there to inspire. Trust your team to take ownership, and watch them grow into the roles you’ve envisioned for them.
A Real-World Example of Designing Delegation
One of my clients, a managing partner at a mid-sized law firm, was overwhelmed. She was juggling operations, client work, and managing her team—and had no time for strategic thinking. Recognizing the bottleneck, she hired a COO and gave them full ownership of the firm’s operational efficiency.
This move freed her to focus on two critical areas: building client relationships and dedicating time to strategic planning. For the first time, she had space to anticipate market trends, align her team’s efforts with long-term goals, and explore growth opportunities.
The results were transformative and her ability to step back and think strategically made all the difference.
Principles for Success in Designing Delegation
1. Clarity of Vision: Define the “why” and the end goal, then let your team determine the “how.”
Example: When delegating client onboarding, outline the ideal experience and allow your team to design the process.
2. Trust and Autonomy: Let go of micromanagement. You hired your team for a reason—let them shine.
Example: Entrust your associates to develop new legal strategies for complex cases, stepping in only for final approval.
3. Continuous Feedback: Create a culture of learning. Celebrate successes and use setbacks as opportunities for growth.
Example: After a major project, host a debrief to identify lessons learned and refine processes for the future.
The Time to Start is Now
Delegation isn’t about giving up control—it’s about building a stronger, more resilient team and creating space for yourself to lead effectively. What’s one task you can delegate at Level 4 today? The sooner you start, the closer you’ll get to transforming your leadership—and your firm’s future.
My clients are the best attorneys in their fields. They’re managing partners and law firm CEOs who are comfortable with being uncomfortable, who think big to keep their firms thriving. They increase revenue, master their time and focus, improve performance, and ultimately enjoy more freedom with less burnout. You can too. Schedule a complimentary 30-minute discovery session with me here, or send me an email.