You were probably promoted because you were great at your previous job.
You delivered, fixed problems, and were the person others depended on when quality mattered.
Then the role changed.
Now you were responsible for leading people who were not operating at the same level yet. What followed was well-intentioned.
When deliverables missed the mark, you stepped in. When something was unclear, you tried to clarify it yourself. When a deadline was at risk, you fixed it so the team could move forward.
At first, this felt like part of the job. Over time, it created a problem no one intended. You became the bottleneck and the most reliable person on the team again. But here is what I want you to remember today.
Fixing work feels helpful, but continually repeating it creates dependence.
Without realizing it, you are the bottleneck, which is causing you to experience periods of burnout and question whether you are fit for the role.
Today’s newsletter is here to help you see what is really happening and how to change it.
Use your gifts,
John Eades
Founder of LearnLoft | The Sales Infrastructure
P.S. We just released an updated guide, How to Develop Leaders in 2026. It reflects what I’m seeing most in real leadership conversations right now. If you’re in HR, an executive, or responsible for developing leaders. It’s worth your time (and it’s free.)
This Week’s Poll Question
Anyone who answers this poll is entered to win a free copy of the Optimistic Outlook!
How often do you find yourself fixing or changing work that should not need fixing?
Last week’s results: Which leadership challenge feels heaviest right now? (14,511 subscribers)
Carrying too much myself (24%)
Getting others to take ownership (38%)
Making the right decision (18%)
Setting clear direction (16%)
Other (4%)
How to Develop Leaders (Whitepaper)
Over the years, we’ve noticed a pattern. Organizations don’t need more leadership content. They need leaders who actually apply what they’ve learned.
That insight led to a new guide, How to Develop Leaders in 2026. It’s less about what should be in a program and more about how leaders actually develop. If leadership development is part of your role, this one’s for you.
The Optimistic Outlook (Newsletter)
The Optimistic Outlook is a daily newsletter designed to remind you to focus on the bright side, one day at a time. Join 1300+ leaders who are already improving their Optimistic Outlook.
Take More Initiative (Video)
When people have to tell you what to do and how to do it, you aren't living up to your end of the bargain.
The best teams and organizations are filled with team members at every level of take initiative. Who see a problem, have a passion, and take initiative.
Which begs the question: how could your career change, and how could your organization change, if every person took more initiative to solve problems rather than complain about them?
Here Are Some Ways We Could Partner:
Proven Programs to Help Employees Develop Leadership Skills: Bring the Accelerate Leadership Program or Catalyst for Growth Program in-house for a customized experience for your team members. Programs include virtual or in-person instructor-led training, a Leadership Growth Plan, and group coaching to ensure real-world mastery.
One-on-One Executive Coaching: Work 1-on-1 with me or one of our certified coaches to achieve your goals, strengthen critical skills, and address your most pressing challenges. This 6-month program focuses on mindset and execution for tangible, lasting outcomes. Show me more
The Engaged and Inspired Audience: John is now booking 2026. John’s two new keynotes, “The Teamwork Advantage” and “Your Next Level of Leadership,” have been a hit for organizations. Hit reply on this note, or check out some of our recent talks here.
