Let’s talk about something we’ve all been through—putting out fires. It’s exhausting, isn’t it? One crisis after another, you’re running around, solving problems and having to manage every little detail. But what’s the real cost? It’s your time—the one thing you can never get back.
When you’re scaling your business, time spent in crisis mode is time not spent on strategy, team development, and driving growth. Here’s the bigger issue: this cycle of firefighting is hurting your workplace culture, which will make or break your scale-up.
The Hidden Costs of Firefighting
When you’re always in crisis mode, guess what? Your team feels it! They hesitate and wait for you to swoop in and save the day, which inevitably leaves them feeling unempowered. This will in turn affect morale, engagement, and trust. When employees feel they can’t make decisions, they will disengage or, worse, leave.
This never-ending toxic cycle leads to uncertainty and frustration. Your team might feel overwhelmed, and you will notice their motivation and performance start to dip. They begin to think, “Why should I take this problem on if my leader will just inevitably take over?” This dependency stifles growth and development and makes them feel like cogs in a machine rather than valued contributors to the organization.
The emotional toll of a disengaged workplace is huge. When employees aren’t feeling connected, they tend to put in just enough effort to get by, and their work quality drops. Over time, this takes a toll on your whole organization. And it doesn’t stop there—turnover starts creeping up too. When talented people feel like they’re not making a difference, they look elsewhere, taking their skills and experience with them. Replacing them isn’t just expensive in terms of recruitment and training costs; it also takes new hires time to hit their stride.
And while you’re stuck in this constant cycle of reacting, it’s not just your time and energy being drained—it’s also your culture, your team’s morale, and eventually, your bottom line. Leaders caught in this reactive loop miss out on the chance to build a strong, engaged, and innovative team that can push the business forward as it grows.
How to Break the Cycle: Ownership Blocks
So, how do you get out of this firefighting mode? One simple and effective approach is introducing ownership blocks.
Here’s how you can start:
1. Set Regular Ownership Blocks: Take just 15 minutes at the start of each week for your team to own their challenges.
2. Focus on Solutions, Not Problems: Instead of letting your team bring you every small issue, ask them to bring solutions too. You could say, “Before we meet, think of one challenge you’re facing and come up with two possible solutions.”
3. Create a Judgment-Free Zone: Let them know it’s a safe space where all ideas are welcome. It’s their time to think critically and own the outcomes.
4. Ask Key Questions: During the meeting, ask things like:
- “What challenges are you facing?”
- “What resources do you need?”
- “How can we support you?”
5. Follow Up: Check in later on their progress. This keeps them accountable and shows you care about their development.
What Does This Do for Your Culture?
Ownership blocks don’t just free up your time—they change the way your workplace operates:
- Empowerment and Trust: When your team feels empowered to make decisions, it builds trust and accountability. They’ll be more engaged because they know their input matters.
- Skill Development: As they solve problems, they’re also sharpening their critical thinking and problem-solving skills. This is great for their professional growth and your team’s capability.
- Innovation: Encouraging ownership fosters a culture where new ideas and creative solutions thrive.
- Retention: When people feel valued and trusted, they’re less likely to leave. This cuts down on turnover and saves you money on hiring and training.
- Stronger Leadership: You’ll shift from constantly putting out fires to being a strategic leader, with more time to focus on growth, vision, and long-term planning.
By making simple tweaks like this, you’ll build a culture of accountability