Mark Of The Dinosaur

"I'll handle it, no need to train anyone—it'll take longer, and I do it best. Don't give it to them, they'll mess it up. I'm so busy, I need help, but everyone just messes everything up but me..."

Ever heard these words echo in the office hallways? They come from a place of insecurity. It's the sound of someone clutching tightly to their sense of value by controlling every task, every detail. To them, letting go feels like the end of the world—a collapse of the structure they've built, where their identity is fused with their work.

And while it may seem like they’re saving the day, don’t be fooled. What you’re seeing is a red flag waving in plain sight. This person isn't just making themselves indispensable—they’re holding back progress. Keeping processes shrouded in mystery, offering just enough training to make others dangerous but never enough to truly understand the bigger picture.

Here's the trap: by becoming the sole owner of a specific area, they aren't protecting their position—they're cementing their place in stagnation. If you don't delegate, if you don't share knowledge, if you don't let others shine, you're setting yourself up to rot in that same chair for the next 17 years. The same chair that keeps you feeling safe will, in time, trap you.

That self-imposed isolation turns into professional fossilization. Think about it: 17 years in the same role, doing the same tasks. What happens when the landscape changes and you're asked to step out of that comfort zone? You might realize you've become obsolete. Like a dinosaur trapped in a tar pit, unable to adapt, and eventually, no longer needed.

But here's the twist: the real failure isn't just on the employee. The blame spreads upward to the C-suite, the leadership. It's their responsibility to create an environment where knowledge is shared freely, where no one feels so insecure that they have to cling to their tasks for dear life. Leaders, if you notice someone gripping too tightly to their role, it’s time to step in. Not with reprimands, but with the tools and encouragement to help them let go.

Empower that employee to step out of their comfort zone, move into new areas, and collaborate with cross-functional teams. Let them see that success isn’t about hoarding tasks but about creating success for others. When they help someone else grow, they’ll grow too. The ripple effect of sharing knowledge and responsibilities can transform entire departments, and suddenly, what felt like a weakness becomes a strength.

Don't let your people—or yourself—become dinosaurs. Keep evolving, keep learning, and most importantly, let others into your world. You’ll find that by doing so, you’ll create more value, not just for yourself but for everyone around you.

Leadership is about more than just management—it’s about transformation. So, if you’re in that seat of power, don’t wait for someone to turn into a fossil before offering them a chance to move forward. Encourage them to spread their wings, to share their load, and in return, they'll unlock a future where both they and the company thrive.

Thanks for reading,

William Rochelle, but you can call me Bill

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