Early in my career as an HR generalist at a credit union, I prided myself on being the person who could jump in and solve problems quickly. If payroll issues arose, I was the one to fix them. If someone called with a question about their benefits, I handled it myself. I was a great doer, and I was rewarded for my hard work and ability to solve problems. Those problem-solving skills built my confidence, earned me credibility, and eventually led to promotions.
But when I was promoted into leadership position, something shifted. My supervisor, Deb, who was a vice president, gave me direct feedback that changed the way I looked at my role. She told me I needed to start delegating more and stop handling the day-to-day technical work. She wanted me focused on strategic work like creating leadership programs for our managers and assessing the talent in our departments.
The very skills that had brought me success were now beginning to get in the way of my growth as a leader. By continuing to jump in and fix every issue, I was unintentionally holding my team back. Instead of developing their problem-solving skills and coaching them, they leaned on me. I had become the bottleneck.
This is one of the most common challenges I see in my work with managers and executives. It’s difficult to step back and focus on leadership when there’s so much work to be done and you know you have the skills to do it well. Yet the very technical skills that once fueled your success can become the thing that holds you back. The more you rely on doing, the less space you leave for leading.
Why the Shift Matters Today
In decades past, managers were often valued primarily for their technical expertise. Leaders were expected to have the answers, direct the work, and step in when problems arose. That command-and-control style worked in environments where stability was the norm and employees weren’t expected to think much beyond their tasks.
Today, the workplace looks very different. Change is constant, complexity is high, and employees want to be engaged thinkers, not just order-takers. Modern leadership requires facilitating problem-solving, empowering others, and creating the conditions for people to succeed. Staying stuck in fixing mode is one of the most common leadership saboteurs I highlight in my upcoming book, The Elevated Leader, publishing this October.
To navigate this shift, managers and executives need practical ways to move out of fixing mode and into a facilitator mindset.
Here are six strategies for shifting from fixing to facilitating:
1. Pause Before Jumping In
When a team member comes to you with a problem, resist the urge to solve it right away. Instead, ask: “What options have you thought of?” or “How would you approach this?” This helps your employee build critical thinking skills.
2. Focus on Your Key Result Areas
One of the most effective ways to step out of fixing mode is to clarify your key result areas—the high-value responsibilities that truly define success in your role. For most leaders, these include developing people, setting direction, caretaking the culture, and facilitating results. Once you’re clear on those, plan your week and each day around them. Block time on your calendar for strategic priorities and leadership activities before filling in the rest. This intentional planning keeps you from being consumed by tasks that others could handle and ensures you’re investing your energy where it has the greatest impact.
3. Ask Empowering Questions
Facilitators lead with curiosity. Use open-ended questions like:
· “What outcome are you aiming for?”
· “What resources do you need to move forward?”
· “What have you tried so far?”
· “What are your next steps?”
· “What is your biggest challenge right now, and how can I support you?”
· “How will you approach your coworker about this issue?”
4. Share the Why, Not Just the What
Instead of prescribing every step, explain the bigger picture and the principles that guide decisions. When people understand the why, they’re better equipped to make good decisions without constant oversight. Supporting them through coaching by
asking questions and leading them to solutions is much more effective than prescribing details. Employees want to feel a part of the process and use their own creativity.
5. Delegate with Development in Mind
Delegation isn’t just about offloading work—it’s about building capacity in others. Choose projects that stretch your team members and give them space to own the process, not just execute tasks.
6. Celebrate Progress, Not Just Perfection
Facilitators encourage experimentation and learning. Recognize when someone tries a new approach, even if it’s not perfect. This builds confidence and initiative over time.
Elevating Leadership for the Future
Shifting from fixing to facilitating is more than just a management technique—it’s a mindset shift. It’s moving from “I need to be the expert” to “I need to create experts.” Leaders who embrace this style multiply their impact: they develop stronger teams, free themselves from the weeds of technical work, and spend more time on strategic priorities.
If you’re curious where you currently fall on the spectrum from fixer to facilitator, I’ve created a complimentary Fixer to Facilitator Assessment. It’s a quick way to gain insight into your leadership tendencies—what’s helping you and what might be holding you back. The results will show you whether you lean more toward fixing, facilitating, or somewhere in between, and give you practical strategies.
You can access the assessment here: Fixer to Facilitator Assessment
I really love and enjoy this reading. Reading this I learned that when you speak out clearly you thoughts and ideas people see you as winner, because you are not afraid to go straight to the point.
Great article.....And happy belated birthday! Welcome to my world, young lady!
Whenever I have a work project that I keep putting off - I think about delegating that project to someone else - which accomplishes 2 things- it gets the project done and frees us my brain space thinking about it.
Good morning. I loved this read. Thank you so much for sharing. Sincerely, Melissa :)
Thank you for this blog Laurie. I liked most part and specially "As organizations have become more complex, there is a tendency to require employees to do more with less. This is a slippery slope, and often can result in employees feeling overwhelmed and burnt out. One of the biggest contributors to this is not evaluating resources during the strategic planning process." I will use this practice "A best practice is to do what I call Priority Planning—putting important practices on your calendar ahead of time so they become a priority in your day. Examples of activities to Priority Plan include scheduling recurring coaching sessions with each team member, time for strategic thinking and planning, vacations, doctor appointments, important children’s events, and blocks of time for focused work on projects." To be more effective, I will get a good rest so I can have enough energy in the morning. I will read the blog again along with the other links on employee evaluation. Thank you so much Laurie. Best wishes to you and your family.
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I love the feedback on the more than 50 hours of work. AND filling time. So true. Unfortunately, showing that you work longer hours is still seen as being a "hard worker" - not sure how to change that though.
I enjoyed the read. I concur that transitioning from technical skills to delegating results was a task within itself. I did not realize I was almost trying to do the same thing from my previous position, and it was not working. However, I am seeing the results of how delegating daily tasks makes my job and workload easier. Thank you, Laurie.
Thank you for sharing information about your trip Laurie! All 3 things resonate with me - probably #1 being the biggest. I know when I'm gone for a week, I'm still thinking about work and need a vacation when I get back because I did not relax enough. I think your idea of a longer vacation is definitely in my future!!
Hey Laurie, My take on your list - 1 - everyone has a story - listen 2- social media causes interpersonal problems 5- generational differences create hurdles / earn it you aren't entitled / we should help them get there not give it to them 6 AMEN some leaders I would have followed thru Hell, some I wish - well, you know 7- true BUT be as good as your word and 14- Hopefully we leave some good from our efforts, I know the good leaders I have had have. Seen a lot in my career but it really comes down to treat others the way you want to be treated, fair, honest, and straight forward. Good read. Take care
I love this so much and thank you so much for sharing! I really just love realizing that enjoying the simple things sometimes is the best! Also recognizing that what is important and fun to you may not be everyone else's fun on the on the trip. “Do we get to keep these toiletries?” was my favorite!!!! :):) Glad you had a great time and got to spend it with your family!
I very much resonate with lesson no 3! Thank you Laurie
I think the part that you might have missed in their top 5 things, some of which were not "Italian" or even different from home, all of them happened with you, both of you. And i think that is what they will remember too. And you've got tons of photos that will remind them of what the Sistine Chapel looked like - then they might remember what it sounded like or smelled like. Oh- and i agree with you 100% about sleep!
LOTS of great take-aways from this post! Thank you for posting! I especially love "slow down to speed up". That's a keeper!
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the not getting enough rest to be at my best. definitely need to get more quality sleep and make that a priority
It really is hard to narrow down the 3 lessons into one because they are all so interconnected. You need to give your mind and body THE TIME to relax SO THAT you can enjoy the SIMPLE THINGS, including REST. I enjoyed that lesson as a whole. I will take that lesson with me on my next vacation (or staycation). As always, thank you Laurie for your candor and for sharing your own lessons with others so that we too can benefit.
Great information and reminders
Laurie, Thank you for sharing your trip and these nuggets. The lessons that resonate most with me are it does take time to relax and getting proper rest. When you devote 15 plus hours of your day for work, taking care of home and others; the 6-7 hours you lay down does not cut it! For me during this time I'm trying to unwind and find myself thinking fighting not to think about what I have to do tomorrow. Even after I create a to do list for the next day...I find things I need to add. Taking a day off here and there doesn't cut it as well because of all the plans you have for that day. I try to make sure my Mental Health Days remains just that.... time for me to laugh, cry, scream.... whatever I need to release the cares and stress!
Really enjoyed the article... and all very true!
Since I was already well aware of #1 (I'm in the same boat with taking a long time to relax), I think I'm resonating most with #3. I'm learning to prioritize sleep / rest and it's been wonderful. Love that you said "I love sleep.". :)
Welcome back from vacation. Well deserve! Action is the key to success. Shoulder to shoulder, coaching and delegating task to help other employees grow are very important. It is a sacrifice that one must do. Forget about yourself and be with your team day in and out to help them grow, is not always easy. On the long run, your team is stronger, and you can depend on them for the success of the organization. Thank you so much!
So many great tips here, thank you!
I am so impressed you're able to disconnect and these are great tips I'll be sure to try on my next trip!
Such a great post - so inspiring!