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By May 16, 2017Uncategorized

Maduka once shared with me how angry he was when I declined nominations to lead the youth department in 2013 after serving in different capacities (within the Youth Ministry) in almost a decade. Eventually, this gave rise to the birthing and discovery of new and amazing leaders; while i moved on to achieve bigger things, plus leading new units and improving my life. As i write to encourage leaders to learn to Let-Go, i am reminded of the natural phenomenon that ‘Stagnant water stinks’.

Letting go feels like losing control but still Let-go to extend capacity, increase energy, and enhance fulfilment, for yourself and for others. Letting go unlocks the potential of others and yourself (you’d be surprised). Letting go isn’t: Giving up, shirking responsibility or passive acquiescence; it should be strategically planned for the greater good and optimal productivity.

I am a leader,  a #leadershipfreak and I’d like you to trust me when I share on these matters based on experience, professional knowledge and research. It is hard when you can see the huge risks, obstacles, immaturity etc, but until you let go they won’t grow, you can’t rest, productivity is not optimal and you cannot move on to bigger things.
When should you let go?
  • Fear of losing control keeps nagging.
  • No one can do it as good as you and talent is under-utilized.
  • Opportunities slip through your fingers.


Letting go is a process, not conclusion:
Growth always includes letting go. It’s difficult to let go because we usually wait too long. Begin the process by asking new questions. Stop asking “What do I need to do?”
Ask questions like:
  • Who can do what I’m doing – 80% as good as I’m doing it?
  • Where am I slowing, rather than energising, the process?
  • What can I do that no one else can do?
  • Who has the capacity and desire to learn new roles?


Letting go is essentially exploring exponential capacity. Don’t let go because you’re busy. Let go because you have new dreams and dare to imagine yourself through new eyes.
It involves replacing yourself so others can move forward. It is allowing space for others to earn new roles, opportunities, and responsibilities. It is about sharing power. Two people cannot have equal power over the same thing, letting go earns you respect, loyalty and reverent power. Letting go is stepping toward vision-driven growth.
Steps to enabling the process of letting go:
  • Identify functional roles or responsibilities you are letting go.
  • Define new roles and relationships.
  • Make it a fluid process, especially at the beginning. Avoid boxes that limit possibilities.
  • Explore how you will treat each other in the process of letting go and taking up.
  • Set boundaries. For instance, if you are releasing administrative or financial decision-making, set guidelines and limits-Evaluate as you go, not after.
  • Set deadlines. You may tend to hang on too long.


 Make goals visible. “I’m learning to let go of some functional roles so that our department/organisation can grow.”. Delegation is one strategy to kick-start the process of letting-go.

Have you ever tried letting go? Did it work? What strategy worked? What scares you most about letting go?

 #leadershipfreak #lettinggo #leadership #MonteeclairsLeadership #doingright #Leadersgrow #depa