It's quite common among entrepreneurs and executives to become the “last fixer,” always looking for a solution. After all, we've built businesses by making decisions, fixing problems, and clearing roadblocks. However, as you continue to grow your business, trying to do so resolve any issues that you encounter is counterproductive, as it acts as a constraint on development and hinders team growth.

It is important for you not to try to solve all the issues you encounter. You need to build an environment where issues are addressed and resolved without your involvement so you can focus on the strategic level.

So you can work in your teambuild the process and stop fixing everything yourself.

Related: 7 ways to help your employees become better problem solvers

1. Crisis Playbooks: Create detailed guides for your team

Perhaps the best way to avoid being the “fixer” is to equip the team with tools and empower them to handle recurring challenges themselves. This is where creating crisis books comes into play. A crisis playbook is a step-by-step plan that your team follows when faced with certain types of problems that occur repeatedly. But it's not just a list of instructions; it is a well-thought-out strategy that enables them to manage emergencies themselves.

For example, if there are a lot of customer complaints, you don't have to intervene every time. Instead, create a step-by-step playbook for the team to follow—how to respond, who to report the issue to, and what to do once the issue is resolved. It reduces disruption to your business operations, but also maintains a predictable and organized pace.

An action overview: Pick the three most common issues in your business and focus on them. Develop a clear roadmap for each, explaining who is responsible for what and how a problem can be resolved. Teach your subordinates to use these playbooks instead of asking you for help in the process.

2. Empower your team: Give them the authority to solve problems

If your team is always waiting for your approval or your decision, then it's time to change the way you lead your team. It is essential that leaders understand that implementing the concept of empowering your team it is not as simple as throwing away the kingdom and saying, “Go for it.” It's about giving them the freedom to make certain decisions without necessarily consulting their superiors as long as they fall within a certain set of defined guidelines.

When your team is empowered and trusted, they are more likely to take ownership of the roles they are given. Self-empowerment minimizes the level of reliance on yourself, increases the degree of decision-making and promotes accountability. It also helps you stop worrying about trivial details and start focusing on more important strategic tasks.

An action overview: You should set limits on what your team is allowed to do without consulting you. Let them manage the tasks themselves within such constraints and report only the issues that need your intervention. In the long run, you'll find that fewer cases cross your desk and efficiency will increase.

3. Early Warnings: Implement systems to flag issues before they become crises

Instead of waiting for issues to turn into major concerns, develop early signals that alert your team potential issues before they get big. These systems can be simple, for example, using an automated software program to monitor unusual activities or using regular team meetings to catch small issues before they become big problems.

If problems are reported early, they can be resolved before they become a major problem in the organization. This minimizes tension and confusion and enables a more rational approach to problems.

An action overview: Make sure you use technologies that will enable continuous evaluation of your business processes. Whether it's the customer satisfaction index, stock status or employee performance, it's always helpful to spot problems early before they turn into something bigger. Schedule weekly or bi-weekly meetings with your team to discuss potential problems before they arise.

Related: 4 secrets to building a team that can handle anything

4. No downtime for small issues: Let your team handle small tasks

Not every problem is worth your time and energy. In fact, most are not. However, if you are always drawn to small issues, you will get bogged down in them and be unable to see the big picture. For better team efficiency and relationships, create an environment where your team understands that they don't have to report minor issues to you. It could be minor issues perceived by customers, minor issues affecting day-to-day operations or even issues employees have against each other or the company. It's okay to leave your team deal with these issues themselvesaccording to the books and systems you have put in place.

An action overview: Determine what should be considered minor and what is business critical. For small items, let the team decide what is best. If they know you trust them to solve these problems, they will, and you can spend more of your time on strategic planning and development.

5. Determine priority levels: What is really urgent?

When everything is fire, nothing becomes a priority to deserve the attention of a fire. There will always be competing priorities in any organization, and therefore, one of the most difficult tasks is knowing what is critical, what is important, and what is less critical.

If your team is still in the dark about it, they'll come to you with all sorts of things, just in case. To overcome this, you have to decide priority levels within your team. Set standards for what can be considered a high priority area versus a low priority area. Emergency matters should be taken care of, while the rest should be resolved based on protocols and procedures.

An action overview: Discuss with your team members and try to divide the different types of problems according to their importance. Emergency issues can be any issue that is critical to customers or the safety or financial health of the business. The rest should be left to the team or addressed at your next meeting. This way, the team is aware of what really requires your intervention and what can be managed by them.

6. Focus on long-term solutions, not quick fixes

In many cases, instead of solving the root of the problem, we are quick to address the issues at hand and provide a quick solution. This is where many businesses end up in a constant state of firefighting. Instead, motivate your team to develop a long-term perspective on the problem.

Instead of quickly fixing a problem, ask them look deeper: What led to this problem and how can it be avoided in the future? Long-term solutions may take longer at first, but they help save countless hours and headaches down the road. When your team is working on sustainable solutions, your business operations will be better and you won't find yourself having the same problems over and over again.

An action overview: Remind your team members to always look beyond the surface of their tasks. Tell them to look for the root causes of problems and identify methods that can be used to resolve such issues and ensure that they do not occur again. This way of thinking will help eliminate many trivial problems that arise and give you more time to focus on the important questions.

Related: 3 leadership secrets that lead to team empowerment

The role of a leader is not to be the one to solve all the problems that arise in the organization. It is to create a team and a system in which difficulties do not become issues in the first place. Thus, writing crisis books, giving your team more freedomby introducing early warning systems and working towards the future, you can shift your focus from mere survival to success.

Finding solutions is essential, but finding ways to avoid problems is revolutionary. It is better to spend more time on leadership and planning and enable your staff to deal with problems proactively on their own. The result? A more efficient and empowered team – and a business that feels like a seamless unit.