The problem

Delegation is one of the toughest skills for team leaders. Handing off work isn’t just about assigning tasks, it’s about balancing trust, accountability, and motivation. Many leaders struggle with knowing what to delegate, how much context to give, and how to support without micromanaging. Done poorly, delegation leads to frustration, uneven workloads, or stalled projects.

How Sola helps

Sola takes the guesswork out of delegation. By analyzing feedback from Deeper Signals’ assessments, it highlights team members’ strengths, motivations, and growth areas. You can then ask Sola targeted questions to get delegation strategies tailored to your team’s unique dynamics. Whether you need coaching prompts for one-on-ones, suggestions on how to assign stretch projects, or ways to build trust while delegating, Sola gives you clear, practical advice backed by behavioral science.

Step-by-step: delegating effectively with Sola

1. Start with a clear challenge

Start with a specific situation you’re facing.

• Do you need someone to take ownership of a project?
• Are you unsure who will stay motivated without constant oversight?

Framing the challenge helps Sola narrow the focus.
Prompt example:

“I need to delegate a high-visibility project, but want to make sure I don’t overwhelm the team. I also want to make sure that I delegate the responsibilities to the right person. How should I approach this?”

2. Identify who’s best suited for the task

Instead of guessing, use Sola to connect assessment data with the work at hand. Ask Sola to highlight which team members’ strengths align with the skills needed.
Prompt example:

“Which team members are most likely to be suited for a task that requires creativity and ownership, based on their Core Drivers?”

What you’ll get: A shortlist of individuals who may be motivated by challenge, autonomy, or collaboration. This will give you a data-backed starting point.

3. Craft a clear delegation plan

Delegation often fails when expectations are fuzzy. Use Sola to create a simple framework for the handoff: what success looks like, how much autonomy the person has, and when check-ins should happen.
Prompt example:

“Create a delegation plan for assigning a project, including success criteria, level of autonomy, and a suggested check-in schedule.”

What you’ll get: A one-page plan you can share with the team member, so roles and responsibilities are crystal clear.

4. Frame the conversation with confidence

The handoff moment is crucial. It sets the tone for trust and accountability. Ask Sola for conversation starters and coaching questions to use in your one-on-one.
Prompt example:

“Give me 5 questions based on each of my team members’ Core Drivers that I can use when delegating to build ownership and motivation.”

What you’ll get: Sample Response

For his Reserved nature (90.26):

1. "This project requires deep independent analysis before moving forward. Would you be comfortable taking the lead on this research phase?"
2. "How would you prefer to receive feedback on your progress - through written updates or brief one-on-one check-ins?"

5. Provide support without micromanaging

Ask Sola how to balance oversight and autonomy.
Prompt example:

“How do I follow up on delegated tasks without micromanaging?”

What you’ll get: Suggested check-in rhythms, progress markers, and ways to keep accountability high without undermining trust.

Best practices

• Match tasks to strengths: Use assessment insights to delegate in a way that sets people up for success.
• Be transparent: Explain why you’re delegating and how the task connects to team goals.
• Check yourself: Use Sola to reflect on whether you’re delegating too little, too much, or not clearly enough.

Try it now

Open Sola and ask:

“What’s one responsibility I could delegate more effectively, and how should I approach it with my team?”

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