To the “Fixers” and Chronic Caretakers

TToday I want to talk to the fixers and chronic caretakers of organizations. You know who you are—skilled, compassionate, dependable. You’re the ones who solve problems before they’re even fully named. You jump in wherever help is needed, often at the expense of your own priorities, well-being, and energy.

People rely on you. And because of that, you give far more than your bandwidth allows. The cost? Resentment, fatigue, dissatisfaction, and feeling unappreciated.

Here’s what I need you to hear: you are valuable. Your organization needs you—but it needs you at your best.

And sometimes, all that fixing gets in the way.

Not all problems need an immediate fix.

The Downside of Always Fixing

When you rush in to resolve every conflict or challenge, you may unintentionally disempower others. By swooping in, you can deny colleagues the chance to grow their own problem-solving skills. And when you become the default fixer, it’s rarely sustainable—for you or for your team.

Coach’s Tips to Break the Fixing Habit

Here are a few practices that can help you shift from constant fixer to intentional leader:

1. Remember your value. Your worth isn’t tied to doing everything. Your role is enough.

2. Let go of perfectionism. Notice when it sneaks in and practice releasing it.

3. Be realistic. Ask for support from peers and leadership.

4. Set and respect boundaries. Yours and others’.

5. Empower others. Delegate, job-share, and give people space to rise.

6. Check your intentions. Sometimes “fixing” masks hidden expectations or a need for control.

Shifting out of fixer mode takes practice. But I promise—it’s possible.

And the payoff is big: you get to show up at your best, and your organization gains more capable, confident problem-solvers. If this resonates, send me a note and let me know how fixing is working out.