Classic Wisdom Podcast Episode 1.5: The #1 Mistake Leaders Still Make After 2000 Years

Billy R. Bennett explores the timeless warnings against over-managing

The #1 Mistake Leaders Still Make After 2,000 Years.

Picture Moses in the desert. From morning until night, people lined up to see him. Every dispute. Every complaint. Every little thing came to him. He judged and decided them all.

His father-in-law Jethro finally stepped in. He said,

“What you are doing is not good. You will wear yourself out—and the people with you.”

Then he told Moses to delegate, to trust others, and to share the work.

That story is thousands of years old. Yet it could be told about many leaders today. Leaders who work too hard, hold on too much, and step into things that belong to the team.

This episode is about over-managing—when leaders do the work of the team instead of leading. Classical wisdom across cultures warns against it. Let’s hear from several voices from history and do some important self-reflection.

Each one still speaks to us today.

Confucius (around 550 BC)

considered the paragon of Chinese sages. advises us to Lead by Example

He said, “He who governs by virtue is like the North Star, which remains in its place while all the other stars revolve around it.”

A leader doesn’t need to control every detail. The real power of leadership is example. When you set the standard, others align themselves. Step into every task…, and you lose that quiet strength.

Laozi from this same period advises… “Let People Own the Work”

“The best leader is one whose existence is barely known. When his work is done, the people say: we did it ourselves.” This quote is often a principle of modern successful organization leadership.

Your best leadership often feels invisible. When the team says, “We did it,” they grow in pride and ownership. Over-managing steals that pride. Good leaders give people the win. Successful leaders lift up successful followers. Successful followers in turn lift successful leaders.

Sun Tzu the ancient general whose lessons are still taught today tells us “ Trust Your Officers”

He said, “When the general is weak and without authority, orders are not clear; when he meddles in details, officers are confused.”

Confusion comes when leaders try to fight every battle themselves. Soldiers lose confidence if the general does not trust them. The same is true for teams. They need clear direction, not constant correction.

Our fourth piece of classical wisdom comes from one of Ancient Rome's great leaders: Marcus Aurelius. His guidance, – Focus on What Matters – The big picture

“Don’t waste the rest of your time here worrying about other people—unless it affects the common good. It will keep you from doing anything useful. You’ll be too distratced with what so-and-so is doing, and why, and what they’re saying, and what they’re thinking, and what they’re up to, and all the other things that throw you off and keep you from focusing on your own mind.”

Marcus Aurelius knew his job was not to interfere. Leaders waste their life when they chase every detail. The common good is strategy, vision, and justice. Stay with what only you can do.

Then there is the Roman philosopher, Seneca who tells us "Control is a Trap"

“It is not the man who has too little, but the man who craves more, that is poor.”

This is not only about money. It’s also about control. Leaders who crave control end up poor in time, trust, and energy. Fear drives that craving. But freedom comes when you let go.

And we end where we started with the biblical figures,

Jethro and Moses – Share the Load

Jethro said to Moses:

“What you are doing is not good… You will surely wear yourself out. Select capable men and appoint them as officials.”

It was wise advice. One leader cannot do it all. When leaders try, they burn out. When teams are not trusted, they stall. Delegation is wisdom, not weakness.

So, what does this look like today? I call it being a boundary manager.

Your role is not to step "inside" and do the work. Your role is to manage the boundaries.

You clear obstacles.
You connect the team with resources.
You set direction and purpose.

The team owns the work inside the boundary. You own the edges and the forward direction.

How do you know if you are crossing the line?

Here’s one way to test yourself. Ask: “Am I doing work right now that belongs to a team member?”

If the answer is yes, you’ve crossed the line. You’re no longer leading. You’re doing. Step back. Reset.

Most managers say, “But what if it’s going wrong? Don’t I have to step in?”

Here’s the wisdom answer. If it’s going wrong, that’s your chance to coach.

Instead of grabbing the work, pause and ask:

“What do you see?”
“What are your options?”
“What will you try?”

Mistakes then become lessons. The team grows stronger. If you always rescue, they will always wait for you. If you coach, they will learn to lead themselves. Not sure what coaching looks like? It is important that you learn… quickly.

What is the benefit to you as the leader?

Here’s what many leaders miss: stepping back makes you stronger.

When you delegate, you don’t look weak—you look wise. People trust a leader who trusts them. They respect a leader who can see the details but doesn’t need to do them.

Knowing the details is part of your job. Doing the details is not. You can know without owning. You can understand without taking over. That balance makes you both credible and free.

And when you are free, you can focus on what only you can do—setting vision, protecting culture, and building trust. That’s where your true value lies.

From China, to Rome, to the desert, the wisdom is the same. Leaders are not meant to do it all. Over-managing drains leaders and weakens teams.

Be the boundary manager. Protect the space. Clear the way. Set the direction. And let your people do their work.

Then you’ll hear the best words a leader can hear: “We did it ourselves.”

Want a worksheet to guide you in applying the wisdom in this episode? Here is a link

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