“I define a leader as anyone who takes responsibility for finding the potential in people and processes, and who has the courage to develop that potential.” – Brené Brown
Emma was known as the “fixer.”
Whenever a challenge popped up in her department, she took charge, solved the issue, and moved on. Her team admired her speed and decisiveness. But over time, something shifted – her team became hesitant, dependent. They avoided taking initiative and waited for Emma to weigh in on every decision. Innovation stalled.
Recognizing the pattern, Emma made a bold shift.
She stopped solving every problem herself and started focusing on developing the people around her. She mentored her team, created space for them to take ownership, and supported their growth – especially when it was uncomfortable or messy. Slowly, confidence and capability spread across the team. Decisions were made faster. New ideas surfaced. Performance improved. Her department didn’t just function – it flourished.
The Shift: From Doing to Developing
At Lead Vantage, we believe leadership isn’t about doing it all – it’s about building the people and processes that can.
When leaders move from fixing to developing, they unlock momentum. Teams step into their potential. Systems become smarter and more sustainable. Innovation becomes a habit, not a fluke.
Common Leadership Traps: Are You Stuck in Fixer Mode?
Even well-intentioned leaders fall into patterns that limit their team’s growth. Do any of these sound familiar?
- “It’s just easier if I do it myself.”
- “I don’t have time to explain this right now.”
- “They’re not ready for this responsibility.”
- “I’ll just double-check everything to be safe.”
- “If something goes wrong, I’m the one accountable.”
These thoughts are normal – but they keep leaders stuck in execution mode instead of development mode. Over time, they quietly undermine team confidence and ownership.
💡 Try reframing in the moment:
- Instead of doing it yourself, ask: “Who on my team could take this on with support?”
- Instead of double-checking, ask: “What process could I improve so I don’t need to?”
- Instead of avoiding delegation, ask: “What’s one safe space where they can grow by trying?”
Coaching Questions for Reflection
Use these prompts to reflect on your leadership and identify areas for growth:
- How are you currently identifying and nurturing potential on your team?
- Are your people growing under your leadership – or relying on it?
- What processes could improve if you invested more time in developing them, not just managing them?
- In what ways are you mentoring others, not just directing tasks?
- Do you provide feedback that challenges and grows people – even when it’s uncomfortable?
- When someone underperforms, do you see it as a development opportunity?
- How do you build a culture where learning, feedback, and ownership are the norm?
Let’s Build Better Leaders – Together
Leadership isn’t just about execution. It’s about empowerment.
When leaders embrace their role as developers of potential, everything changes. Teams become more confident. Processes become more effective. Organizations become more resilient and innovative.
At Lead Vantage, we equip leaders to lead differently. Our coaching and training programs help leaders shift from task-focused managers to growth-focused mentors. Together, we build a culture where everyone has the tools, space, and support to thrive.
Ready to unlock the full potential of your people and your organization?
Sofia and Linda, Lead Vantage
Let’s work together to build a leadership culture that empowers growth, fuels innovation, and drives lasting success.
