The Pancake DELEGATE principle – Flipping Delegation Into Empowerment

Recently, we celebrated Pancake Day, and in our family, we also celebrate Fat Thursday—which means we had more than enough reasons to make a ton of pancakes. This year, my son asked if he could make pancakes himself. My first thought? No way. I imagined flour everywhere, eggshells in the batter, and maybe even a burnt pan or two. But then I stopped myself. Is this a good time for me to practice what I preach and implement the delegate principle?

You see, this is a lot like what happens at work. Someone on your team says they want to take on a new responsibility or try something outside their comfort zone. And your gut reaction might be to say no because it feels risky. But here’s the thing: if we don’t let people crack a few eggs, they’ll never learn how to make an omelette—or in this case, pancakes.

This reminds me of something Google discovered in their Aristotle Project. They found that the best-performing teams have one thing in common: psychological safety. That means people feel safe enough to take risks and make mistakes without fear of judgment.

Sometimes You Need to Break Some Eggs 🍳

So I said yes to Daniel. And sure enough we didn’t need to wait log before the first egg landed on, let’s say, the wrong surface. But you know what? That’s part of the process. Whether it’s making breakfast or leading a team, no broken eggs = no omelette of growth.

As leaders, we sometimes hesitate to delegate because we fear mistakes. But just like making pancakes, growth comes from getting hands-on experience. If we do it right, they won’t break too many eggs along the way.

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Step 1: Show Them How It’s Done 🙌

Now here’s the thing—I didn’t just hand Daniel the pan and walk away. That would’ve been a disaster! Instead, I took a moment to show him how it’s done.

First, I explained which parts of the stove get really hot—‘This part? Don’t touch it unless you want a pancake-shaped scar.’ Then I showed him how to pour the batter and do the wrist flick for flipping. _‘It’s all in the confidence,’_I told him.

This is where Jocko Willink’s idea of extreme ownership comes in. As leaders, we’re responsible for setting people up for success. That means showing them how things work before letting them take over.

Here’s your actionable tip: Use the 80/20 Rule. Do the task together 80% of the time before letting them solo 20%. Like how Pixar’s animators sketch side-by-side before handing off scenes. This week, try shadowing a team member for 15 minutes. You’ll be shocked what they pick up.

This is exactly how we should delegate at work. When we expect someone to take on a new responsibility, we should first demonstrate it. Some things just don’t translate well in a written guide. A quick walkthrough is often the fastest way to ensure success.

Think about onboarding new employees or transitioning tasks—a hands-on approach helps set the right expectations. Delegate principle number one: show them how it’s done.

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Step 2: Do It With Them 🤜🤛

Once Daniel got comfortable with the basics, we moved on to his first flip. Now, this was a hands-on moment—literally! I stood behind him with my hand over his as he held the spatula. Together, we lifted the pancake and flipped it over… well, half of it landed on the stove. But hey—it was progress!

This reminds me of Benjamin Franklin’s famous quote: 

‘Tell me and I forget, teach me and I may remember, involve me and I learn.’ 

When we involve people in the process—whether it’s making pancakes or solving a problem—they learn so much faster than if we just tell them what to do.

In tech, they call this pair programming—two people working side by side on one task until one is ready to take over completely. It’s also great for onboarding new team members or teaching someone how to handle a tricky client situation.

At this stage, it’s about supporting, not rescuing—just like ensuring that first pancake doesn’t burn! Delegate principle number two: do it with them.

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Step 3: Let Them Do It Themselves & Normalize Mistakes 🌱

Then came the big moment—Daniel made his first pancake all by himself. Was it perfect? Not even close! It looked more like modern art than breakfast food. But when he frowned at his ‘failure,’ I told him something important: ‘Buddy, my first pancake looked like roadkill too.’

This is where feedback comes in—and not just any feedback but constructive feedback that encourages growth while keeping things positive. It’s what I call the ‘grass vs concrete’ rule: Let people fall on soft grass—not hard concrete—when they make mistakes.

Create an environment where failure is seen as part of learning rather than something to be punished for. And here’s some research to back this up: Google found that teams with high psychological safety are not only more innovative but also more resilient when things go wrong.

The sooner someone can take full ownership, the better. Real learning happens when people step up and execute on their own. True delegation means letting go at the right moment and trusting your team to take over. Delegate principle number three: Let them do it and provide quick feedback.

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Step 4: Celebrate the Wins 🎉

Finally, we had our pancake feast—a stack of lopsided but delicious pancakes that everyone loved because they were made with effort and care. We laughed about the ones that didn’t turn out quite right and celebrated Daniel’s progress as a pancake chef-in-training.

This reminded me of something Spotify does—they hold ‘failure fests’ where teams celebrate lessons learned from projects that didn’t go as planned. Why? Because celebrating effort—even when it doesn’t lead to perfection—creates a culture of growth and innovation.

And here’s a fun fact: When we celebrate small wins like this, our brains release dopamine—the feel-good chemical that motivates us to keep going.

Delegation isn’t complete without recognition. Always take time to acknowledge effort. A simple “well done” can go a long way in boosting confidence and morale. Delegate principle number five: celebrate the wins.

If you would like to learn more about retrospectives and the PREP tool a great framework to facilitate feedback and growth of you team, check the episode nr 25

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Final Thoughts: Leadership is Like Making Pancakes

So what did we learn today? Delegation is like making pancakes—it takes trust, guidance, patience, and celebration. And if you follow these steps—demonstrate first, guide through practice, give constructive feedback—you’ll build stronger teams while empowering others to grow.

Here’s your challenge for the week: Find one task you can delegate using my DELEGATE principle:

• Demonstrate first
• Empower with clear instructions
• Launch small
• Evaluate progress
• Guide adjustments
• Acknowledge effort
• Transfer ownership
• Explode with celebration!”

By following this process, you empower people to grow—whether it’s your team at work or your kid in the kitchen.

And remember, leadership is about helping others succeed. So next time you hesitate to delegate, think about pancakes—and give someone else a chance to step up.

That’s it for today’s episode of The Coffee Journeys Show! If you found this helpful, share it with someone who needs a reminder that delegation is an essential leadership skill. And if you have a fun delegation story of your own, I’d love to hear it!

Until next time—keep leading, keep learning, keep flipping those pancakes!

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Useful links

• How To Delegate
• 6 Steps for Effective Delegation
• 12 Leadership Tips from Former Navy Seal Jocko Willink