The Art of Letting Go

Lately, I've found myself pondering the concept of letting go, particularly during my walks amidst the dunes of Essouira & Diabet in Morocco, where I recently took a short break. I highly recommend taking some time for reflection in such serene surroundings.

I pondered Where can I let go more? Where can I receive more support and where can I relinquish my tight grasp on leading my creative business? These questions have been echoing in my mind, resonating in the presence of brilliant organisation leaders, founders, and entrepreneurs I have enjoyed working with these past weeks.?

In today's overwhelming and chaotic climate, it's time to shift our approach from control and the belief that leaders must shoulder most responsibilities, fast-paced decision-making, and firefighting. What if, instead of trying to do everything ourselves—solving complex problems, being the listening ear, creating healthy places and spaces including being the face of the organisation and business—we could let go and empower others, inviting their super-power and expertise to lead?

Whether it is within an existing leadership team or guiding someone just starting their leadership journey, I often pose the question when facilitating: Who is the best person to lead this initiative?

What if we considered what we could let go of, inviting others to step into leadership roles and give space to the quieter leader in the room? By doing so, we can free up time to breathe deeply or focus more sharply on aspects of the business we tend to neglect while firefighting challenges or playing the role of problem-solver.

Where can I receive more support? This would enable me to focus on my strengths, my superpower, rather than constantly putting out fires and offering an opportunity to draw from less heard perspectives. I have experienced this from working with Gen Z team members and graduates and when I did let go their input offered an enhanced relevancy in today's climate, innovation and much faster delivery response.

A colleague also recently assumed a new role as the head of a university department, and within three months, their line manager began delegating priorities such as attending events, giving presentations, and sitting on advisory panels—responsibilities they once handled. To me, this exemplifies effective leadership: delegating tasks to team members, allowing them to develop confidence in new areas and share their expertise and skills. Healthy leadership involves passing on aspects of one's role and creating opportunities for others to grow. This approach reminds me of pioneering leaders like Emma Gladstone and Dance Umbrella in the cultural sector.

There may be resistance to handing over new responsibilities, which requires trust and questions may arise: Will it necessitate a pay increase? Will they execute the task better than me?? Will my role become redundant? We may fear that by not doing everything ourselves, we won't be perceived as competent or in control.

However, the benefits of letting go are manifold. Creating space and letting others lead brings fresh perspectives and approaches, supports our well-being and performance alongside diversifying with new connections, and relationships, and identifies potential income streams. It also addresses challenges in talent progression and retention.

By delegating tasks, leaders can focus on what they excel at and enjoy, leading to greater job satisfaction and the ability to take on new challenges.

We can all fit a 15-minute moment to pause and identify what we can let go of and observe the emotions that arise. Start taking steps to relinquish control, gradually reducing any discomfort and even celebrating the decision to let go with more ease in the day-to-day. It doesn't have to be everything at once—just one aspect of your role.

I invite you to enjoy the space that letting go creates before filling it with more tasks on your to-do list!