Do you know what leadership style you are? Firefighting solves immediate problems but can keep leaders stuck in reactive cycles. Architect-style leadership focuses on designing the conditions that help teams think, grow and take ownership. This approach reduces dependency, increases engagement and creates space for more strategic work.

 

What is the Real Difference Between Firefighting and Architect-Style Leadership?

As leaders, we are often hard-wired to fix problems and put out fires. While this approach “gets things done” and solves problems quickly, we may be missing the opportunity to motivate and empower team members to develop new ideas and implement solutions. We move quickly to fight that fire because this is what helped many of us earn a reputation as a high-performer in the first place!

Architects, on the other hand, understand that the quality of our lives is significantly informed and influenced by our environment. Architect leaders create the physical and social conditions that inspire their employees to grow and develop. Adopting an architect’s approach to leadership gives you more room to focus on strategic work and heighten your own development in the role.

 

How Can You Recognize When You Are Operating as a Firefighter?

Firefighting tends to creep in quietly. You may notice patterns such as:

    • Team members coming to you first with every question
    • Feeling pressure to provide quick answers because it seems faster
    • Solving recurring problems instead of seeing them resolved for good
    • Becoming the primary decision-maker even when others could step in

These behaviours often come from good intentions, yet they limit the team’s ability to stretch, learn and take meaningful ownership.

 

What Does Leading Like an Architect Look Like?

Architect-style leadership is not about stepping away from responsibility. It is about creating clarity, structure and conditions that help your team succeed without constant intervention. Architect leaders:

    • Set clear expectations so people know what success looks like
    • Ask guiding questions that help others think for themselves
    • Create systems that reduce preventable issues
    • Encourage experimentation and safe failure as part of growth

This shift allows people to contribute ideas, take initiative and build confidence. Over time, the team becomes more capable and less reliant on rapid-fire problem solving from one person.

 

What Are the Benefits of Becoming More of an Architect?

The move from firefighter to architect has long-term benefits for both leaders and teams. Leaders tend to find they have more time for strategic thinking instead of constant reaction. Teams gain resilience because they understand expectations clearly and feel supported to solve problems independently.

This often leads to higher engagement, stronger collaboration and greater consistency in performance. When employees feel trusted and empowered, they are more likely to bring forward ideas, identify opportunities and stay committed to shared goals.

 

What Smart Steps Can You Take to Begin This Shift?

Small changes can create meaningful momentum. You can begin by slowing down before responding to questions. Instead of giving an immediate solution, ask a question that helps the person explore their own thinking. For example: “What options are you considering?” or “What outcome are you aiming for?”

Delegation becomes more effective when expectations are clear. Define what needs to be done, why it matters, how success will be measured and what decisions the person can make independently. This reduces confusion and prevents issues from bouncing back to you.

Creating space for safe failure is another valuable step. When people know they can test ideas without negative consequences, they build skill and confidence. This also reduces the pressure on you to intervene early.

You can also strengthen the systems and routines your team relies on. Even modest improvements in communication, planning or workflow can reduce the number of fires that find their way to your desk. Architect-style leadership often starts with simple, thoughtful adjustments to the environment.

 

Want to Become an Architect?

Many leaders who want to differentiate themselves and enhance their contribution to the organization enlist a coach. A coach helps them achieve their potential and make their mark on an organization’s success. Coaching supports leaders as they navigate growth – and this return on investment shows up through an increase in leader confidence to coach and develop their team, stronger employee engagement, a heightened ability to allow their team to “fail safely” and increased retention and development of a clearer team vision.

 

How Can Coaching Support This Shift?

Coach practitioners who have “walked in your shoes” – people who have led their own high-performing teams and businesses – have first-hand experience with the challenges of leading organizational growth and change.  They provide an objective perspective, can identify and help you see your “blind spots” and provide ways to stretch you out of your current leadership ways and into a new style that will increase your effectiveness to motivate and inspire your team.

At Stratford, we help individuals and organizations realize a return on their investment through our coaching and advisory services.  Leaders regularly rely on their coach for:

    • Sharpening their individual performance and decision-making

    • Seasoned guidance and sounding-board support through specific business events

    • Improving cross-functional alignment to better realize their business and leadership goals

 

What is One Shift You Want to Make in the Next 6-9 Months?

Think about the change that would be most valuable for you and your team. If you would like support to become more of an architect and less of a firefighter, we would be glad to start that conversation.

Reach out to Stratford to continue the discussion!

 

This article was originally published in 2019. It has been updated with new content.
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