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Work out what the founder should hand off next: the task audit by energy and leverage, the delegation sequence, and the letting-go scripts.
Build my delegation ladder. My week honestly: {{week_audit}} (what I do, hours each, what only-I-can-do vs what I just haven't let go, team available: {{team}}). Sort my tasks: the founder-only core (strategy, key relationships, culture — protect), the should-delegate-now (someone can do it 80% as well — and 80% done by them beats 100% done by me at midnight), the delegate-with-development (worth training someone into), and the delete pile (things nobody should do). Sequence the handoffs (easiest-win first — build my letting-go muscle), per handoff: the brief, the check-in taper, and the don't-take-it-back rule when their version differs from mine. The metric: my hours on founder-only work, tracked monthly.
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