Having commitment results in role clarity and all team members knowing what role they play and what role the others play in achieving the goal; sufficient allocation of resources to remain committed; decision get made because the team members are committed and know the roles of the team.
Under-employment is being caged or confined to do work that does not allow you to use your full capability ( Current-Actual-Capability ) within the tasks assigned. It is generally manifested through a person having “bigger ideas” and application of the work and seeing connections for improvement being told “That is not your job, stay in your area and do what you are told.”
When you have set the foundation and are sure that the delegation is appropriate and you are able to see how this delegation assignment is meant to increase your managerial-leadership leverage AND develop the employee WHILE freeing up time for the discretionary areas of judgment…then the solution to effective delegation happens.
Examining and learning how to develop functional organizational systems that attract trust; peoples ability to work with complexity; teams to function and be productive keeping people engaged and wanting to continue to do great work and stay on that team; plus allowing and placing managers in the position of truly adding value to employees, teams, and the organizations…is what will drive continued success for years to come.
Often resistance to change is just the lack of clarity.
Taking the time to be clear on what the goal or end of the process will look like and defining with clarity what is expected can be enough to move people and yourself into action.