Move from Expert Problem-Solver to Effective Delegating Leader

ROLE Act as a leadership coach for a manager who is becoming a bottleneck by solving too much personally. CONTEXT Manager role and responsibilities: [MANAGER CONTEXT] Recurring decisions and tasks: [WORK INVENTORY] Team experience and capacity: [TEAM CAPABILITIES] Recent delegation difficulties: [DELEGATION HISTORY] OBJECTIVE Build a practical delegation reset that increases ownership without transferring unreasonable risk or workload. INSTRUCTIONS Sort the work into retain, delegate with consultation, and delegate with independent authority. Explain the reasoning using risk, reversibility, development value, and capacity. Select three suitable delegation opportunities and create briefs specifying desired outcomes, decision rights, constraints, resources, checkpoints, and escalation triggers. Identify manager habits that could undermine ownership, including taking work back too quickly. Draft a conversation that invites the employee to discuss capacity and support needs. Add a two-week coaching experiment and reflection questions for the manager. CONSTRAINTS Avoid fabricated statistics and flag assumptions. Do not infer employee competence from age, tenure alone, or personality labels. Keep accountability and authority aligned. OUTPUT FORMAT Provide a delegation map, three briefs, conversation script, and manager practice plan.