Delegate each task at one of five explicit levels instead of just "do it" or "don't".

Sort your tasks into four quadrants in ten minutes to know exactly what to do now, defer, delegate, or drop.

Track every energy drain for a week, then eliminate or reduce three — and half your lost energy returns.

R, A, C, I per task.

Before any negotiation, get 5 data points on salary from 5 different sources.

Explicitly write a list of 3-5 tasks you never delegate, and delegate everything else without hesitation.

For each delegation candidate, rate skill and interest — delegate where both are high.

Every 90 days, raise each delegated task one rung on the delegation ladder.

For each task and person: R responsible, A accountable, C consulted, I informed.

A 7-sentence formula that conveys a task clearly enough that the employee won't come back with "what did you mean?"

For each task, set the autonomy level (1: tell me before → 5: decide alone).

Identify 5-7 tasks that must stay with you, so you delegate everything else with peace.

Before delegating a sensitive task, map who must know and who must agree.

Identify which of four stages your team sits in today, and adapt your leadership style accordingly instead of using one fixed approach.

Instead of "delegate or not", define precise level: 1 (Tell) to 7 (Delegate fully).

Each time a report brings a problem, the monkey jumps on your back. Your job: keep it on theirs.

Request one small, measurable step of greater responsibility, deliver it with documented excellence, then request the next step — not one big leap at once.

Ask the model to explain a complex idea to a 5-year-old, then raise the level gradually.