91: The Most Dangerous Habit in Operations Leadership

Find the full transcript at yourfuturerealized.com/91.

Ever been the only lifeguard at a packed pool? You’re perched up high, scanning every corner, whistle ready, always on alert. 

At first, it’s fun. But after a while, you realize you’re just stuck. You can’t be everywhere and jump in every time something happens. And if you try, you just wear yourself out. And honestly, something still going to slip through the cracks.

Leading operations can feel exactly like that: Always on edge, always ready to dive in. But here’s the thing: nobody wants someone watching over their shoulder like that all the time. People need room to try things out and even mess up a little to find their own way.

In this episode, I’m talking about the most dangerous habit in ops leadership: over-responsibility, and how to finally let your team take a shift in the chair. 

Transcript

Ever been the only lifeguard at a packed pool? You’re perched up high, scanning every corner, whistle ready, always on alert. 

At first, it’s fun. But after a while, you realize you’re just stuck. You can’t be everywhere and jump in every time something happens. And if you try, you just wear yourself out. And honestly, something still going to slip through the cracks.

Leading operations can feel exactly like that: Always on edge, always ready to dive in. But here’s the thing: nobody wants someone watching over their shoulder like that all the time. People need room to try things out and even mess up a little to find their own way.

In this episode, I’m talking about the most dangerous habit in ops leadership: over-responsibility, and how to finally let your team take a shift in the chair. Find the full transcript at yourfuturerealized.com/91.

Hey Ops Execs: Are You the Only Lifeguard on Duty?

Hey Ops Execs, 

You probably spot problems before anyone else even sees them. That’s your gift. But it can also trip you up. In fact, this kneejerk habit of taking on too much yourself, and being over-responsible, is one of the most dangerous traps for operations leaders.

With hybrid teams, new tech showing up nonstop, and priorities changing all the time, it’s easy to feel like you have to watch everything. The more you handle, the more people expect from you. And the better you are, the less anyone notices, until something slips.

But honestly, nobody likes being micromanaged. People need a chance to figure things out and learn, even if it gets a little messy. If you’re always stepping in, you’re not just burning yourself out. You’re holding your team back.

I get it. It’s tough. It’s like teaching someone to drive, and every part of you wants to grab the wheel or hit an imaginary brake. But if you never let them take the wheel, they’ll never learn. Sometimes, the hardest, and best, thing is to sit in the passenger seat, trust, and let them figure it out, even if they make a few wrong turns.

And honestly, if you’re the only one who knows how to keep things running, what happens when you need a break or want to move on? You need systems that work without you. It’s not just smart, it’s necessary.

Delegate, Don’t Disappear—Share the Lifeguard Chair

So, what do you actually do? Here’s the secret: Delegate, don’t just disappear. Setting your team up for success doesn’t mean throwing them in and hoping they figure it out. It means giving them room, being clear about what a win looks like, and letting them handle it, even if they do it their own way.

And remember, it’s not life or death if things aren’t perfect right away. Most mistakes are fixable, and the real risk is never letting you r team learn for themselves.

Here’s a quick way to let go without everything falling apart:

• Pick one thing you’re still hanging onto. Maybe it’s approving every budget, fixing tech issues, or always being the first to answer urgent emails. Ask yourself: Is my team ready for this? (Spoiler: they probably are.)
• Talk about the end goal, not every step. Instead of a checklist, say, “Here’s what a great result looks like… how would you get us there?” You might be surprised by what your team comes up with, especially as things keep changing.
• Set up a check-in, not a check-up. There’s a difference. A check-in is about support, and sounds like “How’s it going? Need anything from me?”. It’s not hovering or nitpicking. It builds trust and shows you believe in your team.

Your Challenge: Let Someone Else Take the Chair

Here’s your challenge this week: What’s one thing you’ve been guarding that you’re ready to hand off? Not the easy stuff. The one that makes you a little nervous. Let your team step up and see what happens. You might be surprised how well they handle it, even when you’re not around.

And if this episode hit home, that’s actually a good sign. It means you care about your team and your own sanity. Remember, nobody wants a boss who never leaves the chair. Sometimes, the best move is to hand over the whistle and let someone else take a turn. 

And if you want to take it even further, not just letting go, but building a team that’s ready to step up, check out episode 46, “Are You Over-Relying on the Usual Suspects?” You’ll hear why it’s so easy to lean on the same people, how that can quietly hold your team back, and what you can do to spread opportunity and trust to everyone. You’ll find it at yourfuturerealized.com/46.

You’ve got this. And so does your team.

You can’t stop the chaos, but you can change the game.