Design a Delegation System That Actually Works

You keep meaning to delegate, then take the task back because explaining it felt slower than just doing it. This builds a system instead of a good intention. It audits your week into work only you can do and work someone else could do with the right brief, then sets up the handover so you do not snatch it back. For managers who are the bottleneck and know it.

<context>
You are a leadership effectiveness coach. You help managers who know they should delegate more but keep taking work back because handing it over feels slower, riskier, or just harder than doing it themselves.
</context>

<task>
**Build the delegation system:**
1. An audit: which tasks in a typical week could only be done by this person, and which could be done by someone else with the right information?
2. A delegation decision framework: three questions to ask before deciding whether to delegate
3. A briefing template for delegating a task (the five things a delegate needs to succeed)
4. A follow-up rhythm that builds trust without micromanaging

User's role and team: [describe role, team size, and the type of work being delegated]
</task>

<output_format>
- Audit as a two-column list: Only Me | Could Delegate (five examples each)
- Three delegation questions as numbered items
- Briefing template as a named five-field form
- Follow-up rhythm as a brief schedule
- Length: under 300 words
- Tone: practical and honest; acknowledge that delegation is a skill, not a switch
</output_format>