One of the most significant transitions in leadership growth is moving from the mindset of “I have to do it” to “it has to be done.” This subtle shift represents a profound change in how we define success—from personally completing tasks to ensuring tasks are completed, regardless of who does them.

The Guilt of Letting Go

This transition often comes with a surprising amount of guilt. When you’re the expert, when you know exactly how to tackle a problem or have developed your own effective method, stepping back can feel wrong. There’s a voice inside that says, “I could do this better or faster myself.”

But leadership requires us to acknowledge this voice but proceed in a different way.

Process vs. Outcome

Early in our careers, we’re taught specific processes to produce desired outcomes. We become attached to these processes because they’ve worked for us, and it’s easy to confuse the process with the outcome itself.

As leaders, we need to clearly define the outcome while loosening our grip on the process. This means acknowledging that there may be multiple paths to success, not just our own preferred route.

Embracing Curiosity

A strategy for leaders to adopt is curiosity. When approaching delegation rather than simply prescribing a task, lead with curiosity.

Instead of saying, “Here’s how you need to do this,” they ask:

“What are some ways you see this could be done?”

This simple question opens the door to innovation and ownership. Your team members may discover approaches you never considered, and they’ll be more invested in the work because it’s genuinely theirs.

Better still, you’re growing your team members leadership ability by beginning to teach them to think strategically.

Allowing Room for Growth

Perhaps the hardest part of this transition is allowing others the space to make mistakes. What if they suggest a process that isn’t the best process? A mentor once told me that if someone can accomplish a task at least 70% as well as I could, I should delegate.

So decide on your acceptable margin of error and let them try. They may surprise you. And if they don’t, we often learn more from our failures than our successes. By providing an acceptable margin for error, we create an environment where genuine growth can occur.

The True Meaning of Leadership Success

Ultimately in leadership, success is no longer measured by how much you personally accomplish. It’s measured by what your team accomplishes collectively. It’s about enabling others to succeed, amplifying their strengths, and creating systems that function effectively—with or without your direct involvement.

The next time you feel the urge to take over a task because “I need to do it myself,” pause and ask whether your attachment is to the outcome or just to your familiar process. The answer might reveal your next opportunity for leadership growth.