Three Signs You’re Doing Too Much of Your Team’s Work (And What to Do About It)

You shouldn’t be the safety net for your entire team. You shouldn’t be the last-minute fixer, the fire-fighter, or the one staying late to finish the work they were meant to do.

But when deadlines loom, stakes are high, and expectations keep rising, it’s easy to fall into the trap of just getting it done yourself.

Here are three signs you’re doing too much of your team’s work, and three practical ways to shift the load and raise the bar.

1. You’re Constantly the Back-Up Plan

If your default setting is “I’ll step in if they can’t deliver,” stop. You’re training your team to hand things back when they get tricky.

Yes, it feels easier in the short term. But every time you step in, you’re reinforcing the idea that you are the real safety net.

What to do instead: Set the expectation early that delivery is their responsibility, not just the task but the outcome. Offer support, not a safety net. Ask, “What’s your plan for delivering this if things go off track?” before things go wrong.

2. You’re the Expert on Everything

If your team brings you every problem, every slide deck, every decision for approval, it’s a red flag.

It probably means you’re still holding too much of the expertise, and they’re still looking upwards for validation.

What to do instead: Push decisions down. Start saying, “What do you think?” more than, “Here’s what I’d do.” It might feel slower at first, but you’re building capability, not just giving answers.

And if they don’t have the skills or confidence yet? That’s your leadership opportunity, not your cue to take over.

3. Your To-Do List is All Execution, No Leadership

You’re in meetings all day, then catching up on the “real work” after hours.

But the work you’re doing isn’t strategic. It’s delivery.

Decks.

Reports.

Reminders.

Admin.

The things your team should own.

What to do instead: Step back and look at your week. What are you doing that someone in your team could (and should) be doing?

Start delegating with intent. Tell them why you’re passing it on. Then support them to succeed — don’t just disappear.

This isn’t about dumping tasks. It’s about giving ownership. And if they don’t step up? That’s the conversation.

Great leadership is not about doing more. It’s about doing the right things and helping your team do the rest.

Want to explore how to lead at the right level, without being the one holding everything together? Let’s have a call. 

You can lead with more impact and less overload in a truly ALIGNED team.