Four Questions to Ask to Make Delegation Clear
When delegating a task, how do we ensure that what comes back is what we hoped for? Too often, despite our best intentions, the results can fall short of expectations. And when there’s ambiguity, our brains have a sneaky way of filling in the blanks with assumptions—assumptions that often miss the mark.
At the heart of the issue lies two challenges: won’t do versus can’t do. If someone won’t do the task, it’s likely because they don’t have enough context or rationale to see the point, leaving them stuck asking “Why?” On the flip side, if they can’t do it, they may lack the experience or skills to execute, prompting them to ask, “How?”
The good news? There are questions—simple but powerful ones—that can clear the fog and set everyone on the path to success.
Brené Brown, in her book Dare to Lead, offers two essential questions for delegation:
“What specifically do you need this for?” This helps anchor the purpose behind the task, providing clarity on the why.
“What does done look like?” A straightforward but often overlooked question that paints a clear picture of success.
Liz Wiseman, author of Multipliers: How the Best Leaders Make Everyone Smarter, extends this idea with her “Three What’s” framework:
What does great look like? This goes beyond “done” and sets the bar for excellence.
What does done look like? Because clarity on completion is everything.
What is out of bounds? This defines the guardrails, helping avoid missteps and wasted effort.
Both approaches share a common theme: reducing ambiguity and building shared understanding. Together, they create a bridge between the vision in your head and the execution in theirs. In fact, combining both methods can be even more powerful, ensuring clarity on both purpose and boundaries.
When it comes to delegation, clarity is king. Taking the time to ask—or answer—the right questions upfront saves time, reduces frustration, and empowers the person you’re delegating to. It’s not about micromanaging or handing over a to-do list; it’s about setting someone up for success by delegating the outcome versus the task. So the next time you’re assigning a task, think about the “why,” the “what,” and the “how.” Your team—and your results—will thank you.