Training vs. Delegation: Why You Might Be Doing Both Wrong

Let’s get clear today. I’m going to walk you through why training and delegation fail — and how to fix both so you can actually free yourself from the day-to-day grind.

If you've ever thought,
"I trained them. Why aren’t they doing it right?"
or
"I delegated it. Why am I still babysitting this task?"
...welcome to the club.

Most business owners confuse training and delegation. They think if they show someone a task once and hand it off, it’s done.

Wrong.

First, Let’s Define the Two (Realistically)

Training = Transferring knowledge or skills through education and practice. It’s how you teach someone how to do something.

Delegation = Assigning responsibility and authority to someone else to complete a task. It’s how you give ownership of a result, not just a to-do.

They are connected—but NOT the same thing.

Training is "here’s how to do it."
Delegation is "this is yours now—own it."

Most businesses screw up because they mash the two together and call it a day.

Where Most Business Owners Get It Wrong

Mistake #1: Training Once and Assuming They’ll Remember

Imagine learning to drive a car after one 30-minute lesson.

Exactly.

But that’s what most business owners do. They give a quick 15-minute walkthrough, toss some vague instructions over Slack, and then get mad when their employee fumbles.

Fix it:
Training requires repetition, documentation, and shadowing.

• Teach it

• Watch them do it

• Correct them live

• Let them fly only when they’re consistently getting it right
  

You’re not done training until they can teach it back to you.

Mistake #2: Delegating Tasks Instead of Outcomes

You say:
"Go post this on LinkedIn every morning."

They post it—but it’s sloppy.
Misses the point.
Zero engagement.

You didn’t delegate an outcome (build brand awareness, generate leads). You delegated a task (post on LinkedIn).

See the difference?

Fix it:
When you delegate, delegate the goal, not just the activity.
Example:
Instead of “post content,” say,
“Our goal is to build authority on LinkedIn. We post content to spark engagement and start conversations with prospects.”

Now they understand why it matters—and they’ll think more strategically about how they do it.

Mistake #3: Not Setting Clear Standards

You expect A+ work.
They deliver C- work.
You get frustrated.

But did you define what A+ actually looks like? Or did you just expect them to magically figure it out?

(Yeah. That’s on you.)

Fix it:
When you train or delegate:

• Show examples of what good looks like (and what doesn’t).

• Set clear expectations: format, deadlines, quality standards.

• Create a checklist or SOP (Standard Operating Procedure).
  

When people know the target, they can actually hit it.

Mistake #4: Abandoning Instead of Managing

This is the silent killer.

You finally hand something off—and then never check in again. No feedback, no course correction, no follow-up.

Weeks later, the project crashes, and you yank it back with a “no one can do it like me” attitude.

Fix it:
Delegation is still management.
You’re moving from doing the task to inspecting the results.

Schedule:

• Weekly check-ins for feedback

• Quick audits of work quality

• Review sessions to tweak and adjust
  

Inspect what you expect.

The Right Way: Train THEN Delegate—Properly

Here’s the simple roadmap:

1. Train fully:
   Show, explain, document, practice, and correct.

2. Delegate ownership:
   Assign the outcome, not just the task.

3. Set standards:
   Define what success looks like with examples and clear KPIs.

4. Manage consistently:
   Review, adjust, encourage. Be present—but not suffocating.

5. Celebrate autonomy:
   Once they own it and deliver consistent results, back off. Give them the stage.
   

Wrapping Up: If You’re Still Doing It All, It’s Your Fault

Hard truth:
If your business still depends on you to do the thinking, the planning, and the fixing, you don’t have a team. You have helpers.

Training and delegation are the twin engines that move you from Operator to Owner.

Train the right way.
Delegate the right way.
Then watch your business actually start to run without you.

That’s the goal, right?

Time to lead smarter, not harder.