One thing I've learned coaching executive leaders: When a senior lead...

And highly capable people are promoted into complex roles. They're often not given a roadmap and they are expected just to imagine their way through it. So when problems arise, people assume it's a talent problem, but very often it's actually a development problem. When I'm coaching senior leaders at companies like Visa, TikTok, Google,

I often see the same patterns. The CEO is stepping in far more than they should. So when that happens, the first practical shift I suggest is this. You need to create deliberate space for your exec team to reflect and challenge each other. Because when that space doesn't exist, you can predict what happens.

The team stops thinking for themselves. They get defensive when they're challenged. And then the CEO becomes the bottleneck. So the next shift is structural. You need to give your exec the framework for how they operate together. So this isn't just about goals and outcomes. This is about reflection. In a strong, reflective environment, your exec team will spot patterns early and deal with them,

call out blind spots without shame, and share capability across the team. And as soon as that happens, the CEO stops carrying the entire leadership team on their back. By the way, I'm Rosie Dalling. I'm a confidence coach for exec leaders. If you want to know how I can help your team, come and find me at The Boost Global and follow for more.