Delegate the outcome, not the steps. Tell them what success looks like and give them authority to figure out the how.
Look for: delegation based on development opportunity and capability matching, providing context and authority (not just tasks), checking in without micromanaging, and accountability for outcomes. The failed delegation example should show learning: unclear expectations, insufficient support, or wrong match. Best candidates delegate outcomes, not activities.
Tests leadership maturity. Leaders who cannot delegate become bottlenecks. Ask: "How do you maintain visibility without micromanaging?" to test the balance.