Delegating your business requires you to step back, and that's a very scary thing to do. Even we as entrepreneurs have the mentality that if we leave our controlthings will break. In fact, it's the opposite. When you trust your team and empower them to do something, they don't just do the work; they grow, create and advance the company.

It's all about empowering all employees to take responsibility for the company's growth. Here's how you can take that leap with confidence—these five fail-safe approaches will revolutionize your team and your leadership.

Related: What happens when you empower employees instead of micromanaging them?

1. Shared ownership: Invest in the outcome, not just the task

The moment your team feels it own the workthe game changes. They no longer think of importance in terms of the tasks to be performed, but the outcome of the tasks to be accomplished. It's not about doing more for them, of course – it's about doing more with and empowering them to have more control over the end result.

People who are co-owners are more responsible for managing the organization because they want the success to be theirs. You also find that your team becomes more engaged when they are committed to the vision because they feel they have something to lose. You don't have to monitor them anymore because they are aiming for the same goals as you anyway. It's a win-win: They feel so productive, and you can sit back and know they're doing their best.

An action overview: The best way to start the process is to invite your team to a meeting and outline the overall vision of the company's development. Then, assign each person a primary responsibility related to those results. In this way, they learn that their efforts contribute to the success of the corporation rather than being specific to the department or position.

2. Role Clarity: Defining responsibilities to create freedom

Uncertainty is never an ally of productivity. When roles and responsibilities are not defined, it becomes difficult to avoid confusion, overlapping tasks and missed deadlines. To avoid this, you need to be very specific about who does what. This not only frees you and your team from constant supervision – it also allows people to take responsibility without tripping over each other.

Responsibility and clarity lead to the disappearance of obstacles in everyday work. It helps to ensure that everyone understands their role, the roles of others, and what the whole process is for. This leads to less blocking and more confidence because when people know what they need to do, they will do it instead of looking around wondering what they should do.

An action overview: In the case of your team, it's best to create a role matrix that goes beyond titles and identifies actual roles. There should be no crossover, and it should be clear who is responsible for what. This will help encourage self-motivation and reduce constant monitoring.

Related: 3 steps to help employees understand your goals and expectations

3. Self-sufficient systems: Let the work flow without you

Your business shouldn't need you at every step, in every process, at every decision point. On the contrary, the more you can avoid getting involved in the lowest level of team work, the better. To do this, you need to create systems — activities that work effectively without your direct involvement. Whether the process is a mechanical one or a set of checklists and protocols, these systems enable work to run smoothly without supervision.

Autonomous systems create a culture of self-reliance. Once your team members receive the proper equipment and procedures that enable them to perform their tasks efficiently, they don't have to consult you in every decision-making process. It helps for him I relieve you from making many routine decisions, allowing you to focus on making key decisions about the future of the business while your team makes small decisions on a daily basis.

An action overview: To begin, assess your existing systems to determine the areas where they are most likely to slow down. Where do people always ask for your permission or direction? It's helpful to create clear guidelines and work in a way that allows a team to progress without constantly consulting someone else.

4. Problem-solution thinking: Solutions, not just problems

The worst thing your team can do to a business is present problems without offering any solutions. To trust your team and get going, you need to cultivate a problem-solving mindset. This means shifting the culture from just pointing out problems to suggesting solutions. When your team brings solutions instead of problems, they are telling you that they have looked into the issue and want to fix it. What this doesn't mean is that you have to give up all control – but what it does mean is that you have to empower your team to be able to take ownership. The idea is to create an environment in which people prevent problems from occurring so that when they do occur, they can be solved without your intervention.

An action overview: It is highly recommended that you establish a policy that whenever a team member has seen a problem, he or she must come up with at least one solution. Encourage people to submit ideas that are innovative or efficient enough to solve the problem. It will help strengthen the thinking and change the attitude of the company's personnel to focus on preventing problems.

5. Types of accountability: Build feedback systems that work on their own

accountability it is not the same as pressuring someone. Rather, it is about creating structures within which people can report on and be held accountable for their performance. Accountability links are frameworks that help your team maintain self-organization, correct mistakes, and stay motivated without micromanaging. When accountability rings are in place, there is no need to ask whether work is being done or deadlines are being met. Your team is quite autonomous and you can work in other strategic areas of the company.

An action overview: Implement a reporting system in which employees report their activities within the team. These could be weekly or daily status reports or project management tools. The goal is to make it easy for people to see what others are doing and for everyone to have a track record of accountability without having to constantly remind you.

Related: Build a culture of accountability in 5 steps

Delegation does not necessarily mean that you are abdicating your responsibilities; instead, it involves switching to a different approach in which you foster leadership in your team members. By practicing shared ownership, defining roles, creating independent systems, promoting a problem-solving orientation, and establishing cycles of accountability, it is possible to exit in a safe manner.

Not only will your business run better, but you'll also unlock the full potential of your team, allowing you to focus on what really matters: growth, innovation and sustainable development. The bottom line is that it is possible trust others and that now is the time to do it instead of trying to do everything perfectly. Your team will thank you for it—and so will your bottom line.