The Leader’s Paradox: Letting Go to Elevate

What Is the Leader’s Paradox?

The Leader’s Paradox manifests as two conflicting emotions:

1. Exhilaration from Praise: Leaders feel rewarded and validated by the work they’ve always done and are recognized for.
2. Unsettled Responsibility: Leaders must step away from their comfort zones to empower their teams and focus on higher-impact work.

This paradox often traps leaders in a cycle of micromanagement, preventing them from fully stepping into their new responsibilities. Like a trapeze artist, a leader must release the current bar to reach the next.

Stefan’s Story: A Case Study in Transformation

Take Stefan (a pseudonym), a 45-year-old executive who transitioned from a mature pharma company to a rapidly growing biotech firm. Despite his credentials, Stefan’s 360-degree feedback revealed he was micromanaging his team, constantly feeling overwhelmed and frustrated by interruptions.

During a coaching session, we explored a pivotal question: “What is the work that only you can do?” At first, Stefan was stumped. He realized much of his time was consumed by tasks his team should handle. Vulnerability crept in as he hesitated to delegate, fearing irrelevance. But as silence gave way to clarity, Stefan began identifying projects he’d long wanted to pursue but never had time for.

When asked, “Which of these projects has the most strategic and highest impact?” Stefan’s perspective shifted. He realized he had been clinging to familiar tasks for validation while neglecting opportunities to drive the company forward. By holding onto his team’s work, he was not only frustrating himself but also denying his people the chance to grow.

Stefan’s transformation began when he started delegating and holding his team accountable. What once felt like constant interruptions became meaningful opportunities to coach his team and prevent future issues. In the process, Stefan discovered unexpected joy in empowering others.

Overcoming the Fear of Letting Go

Stefan’s story underscores a common fear among leaders: What happens when I let go? The uncertainty of stepping into new roles and responsibilities can be paralyzing. However, by addressing these fears and redefining priorities, leaders can unlock their full potential and elevate their teams.

Questions to Reflect On

To address the Leader’s Paradox, consider these questions:

1. What work are you holding onto that your team could handle? Be honest. Reflect on your journey and recognize when it’s time to let go of tasks that no longer align with your role.
2. What strategic opportunities could you pursue if you had more time? Think about projects or initiatives you’ve been postponing that could significantly impact your organization.
3. What are the few essential tasks that only you can do? Use tools like the Calendar Hammer Process to evaluate how much time you’re dedicating to high-impact work versus tasks that can be delegated.

Crafting Your Ideal Calendar

While no calendar is perfect, creating an ideal one helps prioritize work that only you can do. Block significant time for strategic efforts, and strive for consistency in addressing tasks that drive the organization forward.

The Leader’s Paradox is an inevitable stage in leadership growth. By confronting this unsettling feeling and embracing the unknown, leaders can achieve greater strategic impact and foster a thriving team. Like Stefan, you may find that the work you once resisted becomes the most fulfilling aspect of your leadership journey. It’s time to let go of the current bar and reach for the next—because chances are, you’re more prepared than you think.

---