How to Delegate Across, Not Down

  

 

 

 

 

 

Leader's Digest: Tip of Day

As you move up the leadership ladder, getting work done through peers—not just direct reports—becomes an essential skill. But delegating laterally requires nuance, not just authority. Here’s how to do it effectively.

Choose the right tasks to delegate. Only delegate work that fits your peer’s domain, advances their goals, or uses their existing tools. Misaligned asks feel like favors and are likely to get a quick “no.”

Frame it as a shared opportunity. Start with context, not commands. Acknowledge their expertise and position the work as a mutual win: “Would it make sense for your team to own this going forward?” Keep the tone collaborative.

Create accountability together. Get clear on timelines and roles. Ask, “What check-ins work for you?” or “What’s a realistic timeline?” When needed, be up front about hard deadlines. After the conversation, follow up with an email summarizing the agreements you’ve made.

Address pushback with curiosity. If you hear hesitation, ask why: “What concerns do you have?” or “What’s your team juggling right now?” Use their input to revise scope or timing without forcing the issue.

Follow up without overstepping. Instead of “Is this done?” which can make them feel like you’re checking up on them, ask “What obstacles can we help clear?” Revisit shared agreements if needed, and keep things moving—respectfully.

To your greater success with delegating across the organization,

Peter Mclees, Leadership Coach, Trainer and Performance Consultant
SMART DEVELOPMENT

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