We’ve all heard the phrase “blinded by the light.” Most people know it as the title of the catchy tune covered by Manfred Mann’s Earth Band, but it was originally written by Bruce Springsteen. While the song might seem cryptic at first, it’s rooted in the energy, confusion, and optimism of youth. Beneath the surface, it speaks of invincibility, ambition, and that youthful belief that anything is possible.
As business owners, leaders, and executives, we often carry that same belief. We are driven by a fire inside a light that pushes us forward. It’s what helped us launch our companies, build teams, and weather storms. But what if that same light our ambition, confidence, and drive to succeed is also what’s holding us back? What if we’re being blinded by our own light?
The light I’m referring to isn’t a literal one. It’s our intrinsic motivation, our relentless pursuit of excellence, and, yes, sometimes, our egos. It’s the belief that we know best, that no one can do it quite like we can. This light guides us it shapes our decisions, the way we show up, and how we communicate with others. But when left unchecked, it can cast shadows: overconfidence, miscommunication, and missed opportunities to grow our people.
I hear it all the time from clients: “I just had to do it myself.” I’ll ask why, and the story goes something like this: “I gave instructions, but my employee missed half of what I said and made three trips to the supply store.” Then I ask, “Did you communicate the task clearly?” Without fail, the answer is almost always “Yes.”
But were they really?
Let’s flip the script. Think back to a time when someone gave you instructions; your spouse, a parent, a teacher, a boss and you thought you nailed the task. But when the feedback came, it turned out you missed the mark. What happened? Was something left out? Did you misunderstand a detail or make an assumption? The point is something got lost between the sender and receiver.
Now, think about a time when you delegated something and didn’t get the outcome you expected. What did you do? If you’re like most leaders, you probably took the task back. After all, it’s easier to do it yourself, right? It’s faster, more efficient, and you know it’ll get done the way you want. But what’s the long-term cost of that approach?
I recently had lunch with a retired U.S. Army Green Beret, and our conversation drifted to leadership and communication. He shared a simple but powerful tactic he and many other great military leaders used in the field. Every time he gave instructions, especially during missions, he’d have the other person repeat it back. Not because he doubted them, but because they only had one chance to get it right. In high-stakes situations, clarity isn’t optional, it’s essential.
And here’s the thing: this was an elite, highly trained team. He knew how to lead, and they knew how to follow. But even then, the margin for error was too thin to rely on assumptions. Let that lesson sink in for a moment.
When I was growing my construction company in my earlier years, I thought I was communicating clearly. But often, the results weren’t what I envisioned. I realized that I was over-communicating, giving too many details, and burying the critical points in a sea of information. My team would try their best, but the key steps would get lost in the fog. As the company grew, I didn’t have the luxury of jumping in to fix every issue myself. I had to adapt.
And that’s where many leaders hit a wall. We’re caught in a cycle: delegate, get poor results, take the task back, repeat. It becomes a revolving door of frustration. But more importantly, it becomes a lost opportunity a missed moment to coach instead of correct.
Because here’s the truth: when you take the task back, you rob your employee of a chance to learn. You short-circuit their growth. And you ensure that next time, they’ll either hesitate or avoid the task altogether. They don’t want to disappoint you again, and you don’t want to be disappointed. So, nothing changes.
But what if you slowed down just enough to guide them? To ask them what they heard, clarify the intended result, and provide feedback that sharpens their ability for next time?
When you do that, when you coach rather than correct, you create something powerful. You build confidence. You empower your team to act decisively, with clarity and purpose. And that confidence becomes part of your company culture. A strong culture doesn’t come from doing everything right yourself, it comes from building people up so they can do it right themselves.
And here’s an added bonus: sometimes your employee’s way is better than yours. As leaders, we often fall back on the phrase, “This is how we’ve always done it.” But that mindset is a silent killer of innovation. It assumes that we’ve already found the best way and there’s nothing left to improve. That’s rarely true.
In the book Deep Survival by Laurence Gonzales, he writes, “The word ‘focus,’ being a metaphor of a lens, can be misleading since sometimes what’s needed is a wider field of view.” When we widen our lens when we let others contribute their ideas, we gain new perspectives. We grow. Our people grow. Our organizations grow.
The moment we realize we don’t have all the answers is the moment we unlock real leadership. It’s like rediscovering that childlike curiosity, the belief that there’s always something new to learn. When we started our businesses, we didn’t have all the answers. We learned, adapted, made mistakes, and kept going. But somewhere along the way, many of us stopped learning. We became results-driven machines, just trying to keep the lights on.
But let me ask you, was survival the goal when you started your business? Or was it freedom, growth, and impact?
I challenge you: reconnect with your curiosity. Make space for discovery. Let go of the need to be right all the time. Empower your employees not just to follow orders, but to think critically and contribute ideas. Coach them. Challenge them. And let them challenge you back.
Most importantly, keep an open mind. The business landscape is evolving faster than ever, and those who adapt will thrive. Those who cling to old habits will be left behind.
So don’t let your ego hinder your growth or the growth of your team. Don’t be blinded by your own light.
Use that light to illuminate the path for others. And never, ever stop learning.
Eric Zichterman
Eric Zichterman is a construction business coach and founder of Freedom Forge Coaching. With 25+ years in the construction industry, Eric helps business owners lead more effectively, operate more efficiently, and grow intentionally. Reach out to [email protected] or visit us on the web at www.FreedomForgeCoaching.com
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