From the outside, my client Monica’s team looked like they had it all together. They laughed together, had lunch together, and genuinely enjoyed each other’s company.

But behind the scenes, Monica was quietly doing more and more of the work herself.

She cared deeply about her team. She wanted them to feel supported and to succeed. But in trying to help, she was creating a pattern that left her exhausted, and her team disempowered.

This is the story of how Monica used a Strengths-based approach to shift from doing to leading and how that shift helped her team and her energy bounce back.

The Cost of Over-Functioning

Monica led with Empathy and Developer, two powerful leadership Strengths. Empathy allowed her to sense when her team was frustrated or overwhelmed. Developer meant she wanted to help them grow.

But without structure, those Strengths led her to protect rather than partner. She avoided giving feedback. She fixed mistakes quietly instead of addressing them.

And when something needed to be done right, she just did it herself.

At first, it seemed easier. But over time, her team contributed less. They assumed she didn’t trust them to handle things.

And Monica? She was tired.

When Strengths Need Structure

This is something I often see in leaders. Our greatest Strengths can work against us when clear expectations and strong systems do not support them.

Monic wasn’t wrong to be supportive, but her Empathy and Developer Strengths needed boundaries. Support without structure can turn into enabling.

Empowerment comes when we combine care with clarity.

Stop Trying to Shield Your Team, Walk With Them

Shifting from Protector to Partner

One shift made all the difference: Monica stopped trying to shield her team and started walking beside them.

Instead of acting as their protector—standing in front of them to block discomfort—she became their partner, standing beside them to guide and support.

This simple visual made the shift feel real.

She didn’t have to stop caring. She just needed to lead with her team, not for them.

Setting Expectations and Letting Go

Together, we built a structure that supported her new mindset:

Weekly one-on-one check-ins with an agenda.
Clear expectations for delegated work.
Space for real feedback, both giving and receiving.

She started asking her team questions like:

“What do you need to accomplish this?”
“How can I better support you?”
“Here’s what I was hoping this would look like. Can you revise and try again?”

Was it uncomfortable at first? Absolutely.

But after a few conversations, her team began to understand her expectations.

They stepped up. They grew.

And Monica no longer had to over-function.

The Outcome—and the Invitation

The change wasn’t about Monica becoming someone else. It came down to using her natural Strengths (Empathy and Developer) with intention.

She got her energy back.

Her team became more accountable and engaged.

And supervision became something she enjoyed, not something she had to carry alone.

This Small Shift Can Change Everything in Supervision

One Small Shift Can Start Everything

If you’ve ever found yourself saying, “It’s just easier if I do it myself,” you’re not alone. And you don’t have to stay there.

Start with one shift:

Hold a check-in with a clear agenda.
Set one clear expectation.
Give one honest piece of feedback and let them try again.

Leadership doesn’t mean doing it all; it means creating the structure and partnership your team needs to thrive.

Want to explore how your Strengths could become your greatest leadership tool? Let’s chat about my Strengths Deep Dive session. This session includes assessment and coaching to help you get the most out of your report. Book your session now.

How Strengths-Based Supervision Transformed Monica’s Leadership