Stop Playing Cleanup: How to Build a Team That Actually Takes Ownership
If you’re constantly putting out fires, fixing mistakes, and handling things your team should be handling, let’s be real—you’re not leading. You’re babysitting. And that’s a fast track to burnout. So, let’s dig into why this happens, how to shift your mindset, and what steps you can take to build a culture where your team steps the hell up.
Understanding Cleanup Mode
Cleanup mode is that exhausting cycle where you feel like the only responsible person in the room. And while it’s frustrating, there’s a reason you’re stuck here:
Default Helper Mode – You’re a natural fixer. You see a problem, you jump in. It’s a habit that probably made you a great therapist but is wrecking your leadership.
Lack of Clear Expectations – If your team isn’t meeting expectations, ask yourself: have you actually set them? Vague direction leads to vague results.
Unclear Accountability Structure – If nobody knows who’s responsible for what, everything ends up back on your plate. That’s not leadership; that’s a logistical nightmare.
Fear of Being Too Harsh – You’re avoiding hard conversations because you don’t want to be “mean.” But trust me—clear expectations are kind, and ambiguity is what actually breeds resentment.
Recognizing which of these is keeping you stuck is the first step to breaking free from cleanup mode.
Mindset Shifts You Need to Make
Escaping cleanup mode isn’t just about processes—it’s about how you think about leadership. Here’s what needs to change:
Be a Facilitator, Not a Fixer – Your job isn’t to solve problems for your team but to help them solve problems themselves. Step back and let them figure it out.
Let Go of the Vine – In EOS terms, this means stop clinging to control. If you want a team that takes ownership, you have to actually let them.
Let People Struggle (A Little) – Nobody grows if they’re never challenged. Let your team wrestle with problems before you swoop in. Support them, but don’t rob them of the learning process.
How to Build a Culture of Ownership
Now, onto the actionable stuff. Here’s how to make ownership a reality in your practice:
Set Crystal-Clear Expectations – Spell out what success looks like in every role. No one can meet expectations they don’t understand.
Hold People Accountable – Accountability isn’t about punishment—it’s about clarity. Regular check-ins and honest conversations will keep things running smoothly without you micromanaging.
Empower Decision-Making – Stop being the bottleneck. Let your team make decisions. Will they mess up sometimes? Yep. But that’s how they learn.
Create a Feedback Loop – Regular, structured feedback builds a culture of trust and continuous improvement. Plus, it keeps small issues from turning into massive problems.
Final Thoughts
Getting out of cleanup mode takes work, but it’s worth it. When you stop micromanaging and start leading, your team becomes more engaged, accountable, and actually capable.
If you want more support in making this shift, join me in the Culture Focused Practice Membership, where we dig into leadership, team dynamics, and all the behind-the-scenes challenges of running a thriving group practice. You can also hop into The EOS Collective for Group Practices Facebook group for more free resources and discussions.
Because at the end of the day, building a culture of ownership starts with you. Now go delegate something.
About the Author
Dr. Tara Vossenkemper is a gently-candid consultant who’s been in the trenches of group practice ownership since 2017. With a hearty blend of depth, irreverence, and a solid dash of humor (or so she hopes), Tara helps practice owners navigate the can-be-messy process of hiring, culture-building, vision generating, people-y issues, and all the other things that keep you up at night. When she’s not consulting, she’s probably wrangling her animals or homeschooling her kids—because why not add more chaos to the mix?
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