As a CEO or MD, your time is one of the most valuable assets in your business. But for many leaders, the daily reality is constant interruptions, endless questions, and routine escalations or approvals that could (and should) be managed by someone else.
When this happens day in and day out, it’s easy to feel like your time isn’t being respected.
If you’re nodding along, you’re not alone—and you’re definitely not alone in wanting things to change.
The good news? Creating a team that respects your time isn’t just possible; it’s essential to building a business that can thrive without needing you in every detail.
With the right changes your team will respect your time—but only if you set the framework for them to do so.
Why Interruptions and Escalations Happen
Frequent interruptions and escalations often come from a place of dependency. Many CEOs and MDs are still seen as the ultimate problem-solver, the final checkpoint, and the only one who can answer certain types of questions. This can stem from your team’s HABIT of looking to you for guidance on decisions or wanting to double-check next steps.
But what does that look like for you?
You know only too well that it means your days are often filled with interruptions, putting you in the role of referee, problem-solver, and ultimate sign-off on so many things. And that’s exactly the opposite of where you, as the leader, should be focusing your time.
To create a team that respects your time, you have to establish boundaries and empower them to manage day-to-day issues independently.
How to Move From Dependency to Ownership
The most effective shift you can make is moving from a culture of dependency to a culture of ownership. This is about setting up your managers and team members to handle problems themselves, make decisions, and only escalate to you when absolutely necessary. When your team feels empowered to own their roles fully, they naturally stop looking to you to solve every issue.
Here’s one simple but powerful tip to get started:
Set “Decision-Making Parameters” with Your Managers
Work with each of your managers to outline clear decision-making parameters. Define the kinds of decisions they’re authorised to make without consulting you, which ones they should check in with you on, and which (if any) are reserved solely for you. By clarifying these boundaries, you give your team a clear understanding of where they can act independently and when you actually want their input.
For example:
Routine Decisions: These are decisions managers can make independently, like operational choices, team management, or customer queries. No need to involve you.
Consult Decisions: These are worth a quick update and check to see they align with your strategic intentions but don’t require your immediate intervention, but they still bring their recommendations. These are moderate impact decisions where your input fine-tunes their approach.
Strategic Decisions: These are high-impact or strategic matters where your input is needed.
When you implement a simple decision-making framework like this, you take a critical step toward protecting your time. It’s a clear line that both you and your managers can rely on, giving them the freedom to own their roles and you the freedom to focus on higher-level priorities.
Ready to Build a Team That Manages Independently?
If you’re ready to build a team that takes ownership and handles daily issues without relying on you, join my upcoming masterclass: “How to Get Your Managers to Actually Manage and Save 8+ Hours of Fire-Fighting Every Week.”
In this session, I’ll share proven, actionable steps developed over years of experience, research, and refinement that will help you to build a self-sufficient team, so you can focus on driving growth instead of putting out fires.
Sign up here: https://go.leannebridges.com/highperformingteam
Imagine starting 2025 with a team that’s fully equipped to manage, freeing you from constant interruptions. Let’s make it happen.