Delegation Self-Assessment
25 questions to pinpoint where your delegation is breaking down.
Before you fix your delegation process, figure out where it's actually breaking down. Nancy Fournier created this assessment helps you pinpoint whether the issue is behavioral (what you're doing) or mindset
(what you're believing).
From the Helia Library — shared generously by Nancy Fournier
When would I use this?
Tasks keep boomeranging back to you and you're not sure why
You know you should delegate more but find yourself taking things back
You've tried delegation templates before and they haven't helped
You want to get better at developing your team through delegation
The Assessment
(Courtesy of Nancy Fournier!!!!)
Rate each statement 1-5: 1 = Never | 2 = Rarely | 3 = Sometimes | 4 = Often | 5 = Always
BEHAVIORS: What you’re doing
Clarity
___ I clearly define the expected outcome before delegating
___ I explain why this task matters and how it fits the bigger picture
___ I confirm the person understands what success looks like
___ I specify the deadline and any interim milestones
___ I clarify what decisions they can make vs. need to check with me
Setup
___ I choose the right person based on skill, capacity, and growth goals
___ I provide the resources and access they need to succeed
___ I share relevant context and background information
___ I introduce them to stakeholders they'll need to work with
___ I'm clear about my availability for questions
Follow-through
___ I schedule check-ins appropriate to the task complexity
___ I give feedback during the process, not just at the end
___ I acknowledge good work and progress
___ I address issues early rather than waiting until it's a problem
___ I do a debrief after significant projects
Mindset: What you’re believing
Trust
___ I believe my team members are capable of doing good work
___ I can let go of tasks even when someone might do them differently than I would
___ I see mistakes as learning opportunities rather than failures
___ I trust that people will ask for help when they need it
___ I assume positive intent when things don't go as planned
Identity
___ My value isn't tied to being the person who does everything
___ I see developing others as part of my job, not a distraction from it
___ I'm comfortable with work being "good enough" rather than perfect
___ I can tolerate the discomfort of not knowing exactly how something will turn out
___ I believe delegation makes me a better leader, not a lazy one
Scoring
Add up each section:
Clarity (5 questions): ___ / 25
Setup (5 questions): ___ / 25
Follow-through (5 questions): ___ / 25
Trust (5 questions): ___ / 25
Identity (5 questions): ___ / 25
Where to focus:
Under 15 in any section = This is likely where your delegation is breaking down
15-20 = Room for improvement, but not your biggest gap
Over 20 = This is a strength to build on
Behaviors vs. Mindset:
If your behavior scores are low but mindset is high → You need better systems and habits
If your mindset scores are low but behaviors are high → You're going through the motions but your beliefs are undermining you
If both are low → Start with mindset (beliefs drive behaviors)
How to Use This
On your own
Take the assessment honestly. Pick ONE low-scoring area to focus on for the next month.
With a coach or manager
Share your scores and discuss patterns. Where are you surprised? Where does this match feedback you've received?
With your team
Ask them to rate how YOU show up on the behavior questions. Compare their perception to your self-assessment. (This takes courage, but it's where the real learning happens.)
Making Sense of Your Scores (Helia's Take)
Don't just tally numbers - look for patterns.
Where did you score lowest? That's your starting point. But before you dive into fixing it, ask yourself: Is this actually a delegation problem, or a trust problem?
If you scored low on "I clearly communicate expectations" but high on "I trust my team's judgment" - you probably just need better tools (like our Delegation Template).
If you scored low on BOTH - the tool won't help until you address the underlying trust gap. That might mean:
Having an honest conversation about past handoffs that went sideways
Starting smaller than you want to (delegating a 15-minute task, not a 3-hour project)
Building in explicit check-in points so you're not white-knuckling until the deadline
I’ve now taken this like 6 times in 6 months - and it reveals something different each time. A good thing to keep coming back to for moments of self reflection!!!!
Two Ways to Go Deeper with AI
Quick version
After scoring yourself, ask Claude or ChatGPT: "I scored lowest on [section]. What are 3 concrete things I could do differently in my next delegation to improve in this area?"
Deeper version (recommended)
What to upload:
Your completed assessment with scores
A recent delegation that didn't go well (describe what happened)
Any patterns you've noticed in feedback from your team
The prompt: "Here's my delegation self-assessment. My lowest scores are in [sections]. Here's a recent example of delegation that went sideways: [describe]. Help me:
Connect what happened in that example to my assessment scores
Identify the 1-2 changes that would have the biggest impact
Give me specific language or actions to try in my next delegation"
Pro tip: Be honest about the example that went wrong. The more specific you are about what happened, the more useful the AI's suggestions will be.
Take what’s helpful and make this your own!
When Self-Assessment Isn't Enough
This helps you see patterns. It doesn't help you change them.
If you've identified your gaps but find yourself falling back into old habits — holding on too tight, avoiding the hard conversations, taking things back instead of coaching through the struggle — knowing the problem isn't the same as solving it.
→ Email Nancy if you want help building new patterns, not just identifying old ones.
Related Resources
Delegation Template — The full framework for structuring handoffs
Delegation Conversation Scripts — Language for handoffs, check-ins, and course corrections
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