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We were discussing the difficulties of handing over her work to the new hire, so just for fun I role-played how delegation usually works:

Step 2... PROD: Follow up a few days later and ask "Did you get it done?" (accompanied by a wild finger-jabbing gesture).

After my demonstration, the manager burst out laughing and asked if I had been reading her mind.

Is there a better way? Well, Yes! In a nutshell, the model for effective delegating goes like this:

Step 1: Describe the overall vision or objective

And check for their buy-in.

Step 2: Co-create clear expectations

Instead of telling them what needs to be done, ask what they would need to do, and fill in gaps as necessary, to collaboratively create a set of action steps.

Step 3: Co-create accountability

This is the part most managers leave out, leading directly down the path to micromanagement. Co-creating accountability means asking them how they want to be accountable. For example, ask "How shall we check in?" Now as their leader, you must track accountabilities, to provide a role-model for taking these important commitments seriously.

Step 4: Positively challenge them to deliver a high standard of excellence.

Remind your team that they are smart, talented, and that you challenge them to deliver a high standard of excellence. Dare them to go for it!

Step 5: Give frequent feedback

Provide frequent feedback on where people are doing well, and re-direct them immediately if things go off course.

Step 6: Celebrate their success!

Now the most important step: acknowledge their success.

If you have caught yourself behaving a bit like a micromanager recently, your assignment is to review the above 6 steps, and identify which one you need to do more of.