Tag: leadership growth

Some leaders wear the line outside their door like a badge of honor. People waiting with questions, approvals, decisions.

It feels like proof of trust. Proof of competence. Proof of necessity. If the team can’t move forward without your judgment, surely that means you are at the center of the work.

In many ways, you are.

But there’s a second truth hidden inside that scene. When every decision depends on you, you become the one point your organization can’t outrun.

The line reveals the fragility that forms when decisions stay in one place instead of growing across the organization.

At a certain level of responsibility, leadership effectiveness isn’t measured by the number of good decisions you make. It’s measured by whether the organization can make good decisions without you having to approve each one.

Leadership at this level is staying at the wheel while helping others learn to steer.

High-pressure operators know instinctively that a bad decision leaves a mark. A slow decision leaves a gap. Most organizations struggle more with waiting than with trying. That line at your door, day after day, is the quiet proof. The whole operation can only move as fast as the person at the center of its decisions.

There’s a time in every leader’s career when the instinct to take control is the right one. When the team is inexperienced, when stakes are high, when the risk is real and present, you become the center of gravity because someone has to be.

But later, if the business grows and the structure doesn’t change, this habit of control becomes limiting. What protected the organization early can start to quietly cap its potential, because your bandwidth is finite.

There’s a moment when the senior leader’s job shifts from “Do we have the right answer today?”to “Will we have the right judgment tomorrow?”

That shift feels slow. It feels inefficient. It feels like a luxury.

It isn’t.

It’s a protective move.

Teaching someone how to make a decision can feel like taking the long way around the problem. You could make the call in 30 seconds. Walking someone through the context and reasoning might take half an hour.

It’s natural to skip teaching and just decide. It feels faster. And today, it is.

But tomorrow it isn’t. Because they come back with the next decision. And the next. And the line gets longer.

Here’s a simple practice that changes the arc of your relationship without exposing the business to risk. When someone comes to you with a decision, don’t give the answer first. Ask them, “What would you do?”

You’re not surrendering the decision. You’re building their capacity to make it. You’re seeing how they think. You’re catching errors before they matter. You’re adding the perspective that builds judgment.

It is controlled delegation, not abandonment. Nothing is handed off recklessly.

When someone brings an answer that is close to right, you supply the context they don’t have, and then you say something specific and concrete:

“Next time this situation comes up, you can make that decision.”

Not in general. Not theoretically. For this exact decision, with a shared understanding of why it works.

Over time, the pattern shifts. Fewer decisions reach you. The ones that do are larger, higher consequence, more strategic. The team develops in the shadow of your reasoning, not separate from it. And the bench of judgment widens beneath you.

This is what protects the business from single-threaded leadership. Not a gesture toward empowerment, but a strategy of risk reduction.

Leaders don’t become less important by creating decision-makers. They become less fragile.

The organization becomes capable of sound judgment when you’re not there. The most durable form of control a leader creates.

If the business only works at full strength when you are present, you haven’t reduced the risk. You’ve concentrated it.

At the top levels of leadership, the question is rarely, “Can you decide?”Of course you can.

The real question is, “Can others decide well when you aren’t in the room?”

That’s the difference between being the operator and building the operation.

It begins quietly. A question reflected back. A recommendation explored. A context added. A decision shared. A leader shaped, one situation at a time.

The line at your door gets shorter and your organization gains strength. Not because you step away from accountability, but because you’ve built accountability into the people who stand in that line.

Leadership Homework

One question to sit with, without rationalizing it away:

If you disappeared for 30 days, what decisions would the organization be unable to make without you?

Not decisions they might make differently, different is acceptable. Decisions they could not make.

That answer will show you where the real bottleneck lives.

And where the next generation of leadership needs your attention.

Photo by Mal Collins on Unsplash – it’s time to help your team take flight.