From Burnout to Real Leadership: Why Rescuing Your Team Might Be Holding Them Back

In my first career as a real estate entrepreneur, and later as a coach to elite athletes, I believed that the best way to support people was to roll up my sleeves and fix things.

If someone was struggling, I’d take on more.
If the team felt overwhelmed, I’d shoulder the load.
If momentum slowed, I’d make it my mission to solve the problem.

I saw overworking as a strength. It gave me a sense of purpose and control. I thought I was leading by example—being the dependable one who always stepped in.

What I didn’t realize at the time was how much that pattern cost me… and my team.

Rescuing people seems noble. It feels like service. Underneath, though, it often comes from fear. The fear that they won’t get it right without me. That it’s kinder to protect them from pressure than to hold them accountable for their growth.

I had to learn, sometimes the hard way, that stepping in too much can rob people of responsibility. It quietly sends the message:

“I don’t fully trust you to handle this.”

Even high performers start to doubt themselves when they hear that message repeatedly. They don’t become more capable. They become cautious or even passive.

Founders, coaches, and leaders often fall into this trap. The need to protect the team takes over, and suddenly, you’re doing everything. You become the fix-it machine. Energy drains. Confidence drops. Frustration creeps in.

I reached a point where I had to let go of the hero role. Not by abandoning the people I worked with—but by choosing a new approach.

One built on belief, not control.
One that supports others without removing ownership.
One that slows down the need to be needed and allows others to rise.

Trust became my leadership cornerstone. Not blind trust—active trust. The kind that invites people into growth. The kind that says, “I see your capability, and I’m going to hold space for you to show it.”

This shift didn’t just protect my wellbeing. It opened the door for others to become stronger, more confident, and more accountable.

When people feel trusted, they lead themselves. They take initiative. They surprise you.

So if you're a founder, coach, or leader who finds themselves constantly stepping in, ask:

• Is this action building their confidence or my control?

• Am I helping them grow or helping myself feel useful?

• What would leading with trust look like in this moment?

Leadership isn’t about saving the day. It’s about building a team that doesn’t need saving.

Trust isn’t just a leadership skill. It’s a gift we give to others and to ourselves.