#49 Blog. Rethink delegation. Task vs. Responsibility

As managers, especially first-time managers, we’re constantly being told to "delegate more." It often comes right after we say to either our manager or HR: “I don’t have time" or "I have too much on my plate!”. But what does that really mean to delegate?

Should we delegate tasks, responsibilities, or both? What’s the difference? Is there a difference? Is it only a solution for our poor time management skills?

Understanding the difference between the two is critical. Because when delegation goes wrong, it’s often not about the “what” but about the “how.” Misalignment in delegation can lead to dropped balls, resentment, or micromanagement, all things we want to avoid.

Want to learn more and gain practical tools and guidance?

Try RiseBud, the only platform for First-Time manager's development.

Delegation

Delegation isn’t a way to clear your calendar but a development tool. It’s not about dropping tasks onto your employees or only to entrust a responsibility or duty to someone else; it’s about helping them build their capacity and confidence in the process.

When we were "working by ourselves" as individual contributors, we knew exactly what’s going on. We had to deliver and keep our boss (and ourselves) happy. However, managing changes everything. The outcome is a result of mutual work, of my team and myself, and I'm the one who need to manage it all.

Delegation of a Task vs. Responsibility: What’s the Difference?

One Simple Reflection->

Think of one task you delegated in the past week.

Was it truly just a task, or did you expect ownership?

If it was more than a task, did the other person know that?

Think about the outcome of the delegation process.

Were you satisfied with it?

Task:

A task is a specific action or step. It’s something tangible, often with a clear beginning and end: “Update the spreadsheet,” “Prepare the slide deck,” “Call the client.”

Responsibility: A responsibility is broader. It’s an ongoing area of ownership: “Own the client relationship,” “Manage the marketing calendar,” “Ensure data accuracy.”

While tasks are part of a responsibility, they don’t carry the same weight. Responsibility includes making decisions, anticipating needs, solving problems, and being accountable for outcomes, not just outputs.

Somehow the difference between taking care of your nieces, or your own kids, if it makes sense.

What happens most of the time? We assign tasks but expect people to take responsibility. Or we hand over responsibility without the authority or clarity to actually own it.

That’s when frustration builds, on both sides. We think the other side has the skills, experience, and motivation to “take it,” and we forget about the fact that it is our job to help them gain all of those.

Let me give you an example from a coaching session I had recently:

A first-time manager told me, “I keep asking my team member to send the weekly report. But I still have to remind them every Friday. It’s exhausting.”

I asked, “Did you delegate the task of sending the report? Or the responsibility of owning the reporting process?”

That pause said everything.

We learned that he never once told him in a clear way: “This is your responsibility to have the report ready every Friday, as the baseline data for the management meeting on Monday. I expect you will be on time, and accountable for the accuracy of the data.”

So… What Should We Delegate?

Delegate tasks when:

• You need help executing one-time actions.

• The person is still learning and needs structure.

• You want something done a specific way.

Delegate responsibility when:

• You want someone to lead, not just do.

• You’re building ownership and trust.

• You’re freeing yourself to focus developing your team and on strategic work.

A Quick Self-Check Before You Delegate

Before you delegate, ask yourself:

1. Am I handing over just a task, or real ownership?

2. Have I been clear about the desired outcome, not just the action?

3. Does this person have the resources and authority to succeed?

4. Am I ready to let go of control and support instead?

Remember

Delegation isn't just about offloading work. It’s a powerful development tool. Done right, it empowers your team, builds trust, and expands your leadership impact.

So next time you’re about to say, “Can you take care of this?”, pause. Decide if you’re delegating a task, or inviting someone into ownership.

Because what we delegate, and how, shapes the culture we create.