Hi there,

Last week, I had a manager tell me something that simply captured what so many others tell me: "Helen, I spend more time chasing my team than actually leading them."

If you've ever felt that knot in your stomach when you realise you have no idea if that important project is on track... or found yourself hovering over your team's shoulders because you're terrified something will slip through the cracks... you're not alone.

Here's what's really happening: You're not a bad manager. You're just caught in the impossible middle ground between being seen as a micromanager and actually getting things done.

The problem isn't that you don't trust your team. The problem is you don't have a system to help you manage accountability effectively.

After years of coaching managers who struggle with this exact balance, I've identified three systems that will transform how your team takes ownership—without you having to chase anyone.

System 1: Create Time to Plan and Lead

Most managers are so busy reacting that they never get ahead of the work. You're in back-to-back meetings, dealing with whoever shouts loudest, and by the end of the day you realise you've been managing tasks, not leading people.

But, and it’s a big but, Your team can't be accountable to something that isn't clear.

How to fix this in practice:

• Block time for weekly planning (not just your calendar and tasks, but thinking about your team's priorities)
• Create clear project briefs, who's doing what, by when, and what success looks like
• Break big annual goals into quarterly milestones so everyone sees the bigger picture

When you're clear about the work and expectations, accountability becomes easier.

System 2: The TRUST Framework for Delegation

Most delegation fails because we either give too little information and get frustrated when people don't deliver what we expected, or we give so much detail they feel micromanaged.

This framework guides your conversation to ensure you are on the same page

The TRUST framework for every delegation conversation:

T - Task Definition: Be crystal clear about what success looks like

R - Resources and Authority: Define exactly what decisions they can make

U - Understanding Check: Have them explain back what they're going to do

S - Support Plan: Agree upfront when you'll check in and what support they need

T - Timeline and Tracking: Set clear milestones

When you use this framework, people actually ask for more responsibility because they feel supported, not surveilled.

System 3: Team Alignment Moments

A big challenge I hear from managers: "I don't know what everyone's working on when we're not all together."

The solution isn't forcing everyone back to the office, it's being more intentional about when and how you connect.

What works:

• One-to-ones that focus on coaching and problem-solving, not just status updates
• Team meetings with clear decisions to make (not just round-table updates)
• Quarterly face-to-face strategy sessions (I think an absolute must-do)
• Making work visible through simple project management tools

The goal isn't to monitor your team. It's to create an environment where they can monitor themselves, and teamwork flourishes.

Here's What Happens When You Get This Right

You stop being the manager who's always one step behind, always wondering what's happening with your team. Instead, you become the leader people come TO with solutions, not problems.

Your team starts taking ownership because they understand not just what to do, but why it matters and how it fits together.

And you? You finally get to focus on the strategic work that will actually get you promoted.

Ready to stop chasing your team and start leading them?

I walk through each system step-by-step in this week’s weeks video, including the exact advice I give my coaching clients for delegation conversations.

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→ Click here to watch the video​

The managers who figure this out will be the ones getting promoted. The ones who don't will still be stuck in the same reactive cycle next year, wondering why everyone else is moving up while they're in the same spot.

I'd love to know which of these systems do you think would make the biggest difference in your team right now? Hit reply and let me know.

Getting this right as a leader helps you be so much more confident in your role, so it's worth investing a little time to get it right.

Have a great week,

Helen

P.S. If you're thinking "This makes sense, but where do I start?" - that's exactly what my Manager OS course is designed to help with. These three systems are just part of a complete operating system for effective leadership. Find out more here.​

​ Want to work together? ​Manager OS Course - Reclaim Your Time & Accelerate Your Career with Manager OS - A Proven System to Help Managers Lead with Confidence & Ease Work with me 1:1 - Book a coaching session​ ​The Leadership Vault: Your private access to every issue of my Newsletter. Every strategy, tip, and lesson shared in past newsletters, now available in one place. Stay ahead, stay informed, and lead smarter. ​Visit my website to find out more. ​

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