Are Your Managers’ Strengths Becoming a Liability?
High-performing employees are often promoted because of their expertise and strong track record. But without support, those very strengths can become a liability, creating inefficiencies and increasing the risk of burnout…for both the leader and their team.
For HR and L&D leaders, recognizing when a manager’s strengths are misapplied or overextended can help prevent lost productivity, turnover, and missed strategic opportunities.
Case Study: When Expertise Turns Into a Time Trap
Andrew, a successful finance professional turned business owner, was known for his sharp analytical skills. He could secure million-dollar contracts with confidence and had a proven track record in high-stakes decision-making.
But here’s the problem:
He was spending hours reviewing timesheets and fixing payroll errors - tasks his team should own.
His involvement signaled to employees that he would step in and rescue them, which led to less accountability.
His high-value skills were being underutilized while low-impact tasks consumed his time.
From an organizational standpoint, this scenario creates two risks:
Lost productivity because top talent is working below their potential
Employee underdevelopment because the team isn’t fully accountable for its responsibilities
Coaching Approach: Reclaiming Time for High-Impact Work
Through leadership coaching, we worked with Andrew to audit his daily tasks and evaluate them through a strategic lens:
What is the ROI of my time on this activity?
Is this task essential for me, or can it be delegated?
Am I preventing someone else from learning by stepping in?
Does this work contribute directly to my performance or business goals?
By shifting his mindset from “hero” to “leader,” Andrew learned to:
Delegate routine financial tasks to his team
Set clear expectations and ownership for accuracy
Reinvest his time into strategic initiatives that drove business growth
Organizational Outcomes
When leaders spend too much time on low-impact tasks, companies experience bottlenecks, stalled innovation, and disengaged teams. By helping leaders focus on high-value work, organizations gain:
Increased productivity and revenue impact
Stronger leadership pipeline as team members gain ownership
Reduced burnout for top performers
Here’s what HR and L&D Leaders can do next
According to a Gallup study, leaders who are effective at delegation earn 33% more revenue. Are some of your high-performing managers spread too thin or stuck in the weeds? Leadership coaching can help them leverage their strengths effectively, delegate with confidence, and focus on the work that drives your organization forward.
→ Let’s talk about how leadership coaching can unlock high-impact productivity across your teams.