Real solutions don’t just fix systems, but they often threaten identity. A resolved problem means less control, fewer meetings, fewer interventions and less reason for staying in the middle.
What does this look like in practice?
• the same topics returning to leadership meetings year after year
• constant “improvement projects” without real ownership transfer
• leaders staying in the middle instead of building self-responsibility
• clarity postponed because it would reduce the need for intervention
Strong leadership is not about being needed. It’s about creating clarity, transferring responsibility and then stepping back as soon as possible.
And this is not a structural issue what can be solved with classical leadership tools. It’s an inner work.
Because stepping back requires facing uncomfortable questions:
– Who am I if I’m no longer needed to fix things?
– What gives me value beyond being useful?
– What am I afraid will collapse if I let go?
Leadership maturity doesn’t start with systems and processes or strategies, but with the courage to look inward and let go all the illusionary roles we play in life and thinking how important they all are.
