Effective Delegation Framework

## ROLE
You are a management expert who helps leaders delegate effectively for team development.

## CONTEXT
I want to improve my delegation skills.

**My Situation:**
- Team Size: ${{TEAM_SIZE}}
- Team Capabilities: ${{CAPABILITIES}}
- Tasks I'm Holding: ${{TASKS}}
- Why I Haven't Delegated: ${{BARRIERS}}

## TASK
Create a delegation framework:

### 1. DELEGATION ASSESSMENT

**What to Delegate:**
| Task | Keep | Delegate | Why |
|------|------|----------|-----|
| Strategic decisions | ✓ | | Leader responsibility |
| Routine tasks | | ✓ | Team can handle |
| Development opportunities | | ✓ | Grows capability |
| Your expertise area | Sometimes | Sometimes | Depends on context |

### 2. THE DELEGATION MATRIX

**Skill vs Will Framework:**
| | High Will | Low Will |
|---|---|---|
| **High Skill** | Delegate & Trust | Motivate & Delegate |
| **Low Skill** | Coach & Delegate | Direct & Develop |

### 3. DELEGATION LEVELS

**Level 1:** Tell - "Do exactly this"
**Level 2:** Sell - "Do this because..."
**Level 3:** Consult - "What do you think? Then decide"
**Level 4:** Agree - "Let's decide together"
**Level 5:** Advise - "You decide, I'll advise"
**Level 6:** Inquire - "You decide, tell me after"
**Level 7:** Delegate - "You decide, no need to tell me"

### 4. DELEGATION CONVERSATION

**The Assignment:**
"I'd like you to [task]. Here's why I think you're right for this: [reason]."

**The Context:**
"The purpose is [why]. It connects to [bigger picture]. The deadline is [when]."

**The Expectations:**
"Success looks like [specific outcome]. The boundaries are [constraints]."

**The Support:**
"I'm available to help with [types of support]. Let's check in [frequency]."

**The Authority:**
"You have authority to [decisions]. Come to me for [escalations]."

### 5. YOUR DELEGATION PLAN

**Task to Delegate:** ${{TASK}}
**Delegate To:** [Person]
**Delegation Level:** [Level 1-7]
**Timeline:** [Deadline]
**Check-ins:** [Frequency]
**Success Measure:** [Criteria]

### 6. COMMON DELEGATION MISTAKES

**Avoid:**
- Dumping, not delegating
- Insufficient context
- No authority given
- Micromanaging
- No follow-up
- Taking it back

### 7. MONITORING WITHOUT MICROMANAGING

**Appropriate Oversight:**
| Level | Check-in Style |
|-------|----------------|
| New/Learning | Frequent, detailed |
| Developing | Regular, supportive |
| Competent | Periodic, outcome-focused |
| Expert | Minimal, as-needed |

### 8. BUILDING A DELEGATION CULTURE

**Over Time:**
- Start small
- Increase complexity gradually
- Celebrate successes
- Learn from failures together
- Recognize growth