How to Build a Team When You’re Used to Doing It All Yourself
For a long time, I carried the belief that if I didn’t do it myself, it wouldn’t get done right.
Maybe you’ve felt that way too — that building a team means giving up control, taking risks, or slowing down what you’ve already built with your own hands.
But here’s the truth I’ve learned (and am still learning): you cannot grow while gripping everything too tightly.
The very thing that helped you get this far — your independence, your drive, your do-it-all energy — eventually becomes the thing that keeps you from going further.
That’s the heart of my newest YouTube episode:
👉 Watch “How to Build a Team When You’re Used to Doing It All Yourself”
The Hard Part: Letting Go of “Only I Can”
When you’ve built something from the ground up — your business, your brand, your art — it becomes personal. Every detail reflects your heart, your standard, your name.
So when people say, “You need to delegate,” it can sound easy in theory, but in practice? It feels impossible.
For me, the shift started when I realized that doing everything myself wasn’t strength — it was survival mode.
And survival mode will not sustain a growing vision.
You can’t build something lasting if you’re the only one holding it up.
Step 1: Define Your Core Vision
Before you ever bring someone else in, you have to be clear on what they’re joining.
What’s the mission? What’s the standard? What do you value most about how things are done?
Write it down. Say it out loud.
The clearer your vision, the easier it becomes to identify people who align with it — not just people who can “help.”
When you’re clear on your “why,” you can build a team that doesn’t just execute tasks but carries your mission forward with you.
Step 2: Identify the Roles — Not Just the People
Early on, I used to look for people first and then figure out what to give them.
But I’ve learned that’s backwards.
Start with the roles your vision actually needs.
Ask yourself:
What do I do that drains me but still has to get done?
What do I do that someone else could handle 80% as well as I do?
What am I uniquely meant to focus on?
Once you define those roles — operations, communication, marketing, tech, etc. — it’s easier to find people whose strengths match those needs.
Don’t hire out of panic. Build out of purpose.
Step 3: Start Small but Start Somewhere
You don’t need a full staff tomorrow.
Start with one person — even part-time or project-based — and build from there.
That first “yes” you give to help might feel scary, but it’s also freeing.
Because suddenly, you have breathing room to focus on what truly matters.
And here’s the secret: every person you bring on should help buy your time back — not cost you peace of mind.
Step 4: Build Trust Through Systems, Not Stress
One of the biggest fears of delegation is “What if they don’t do it like I would?”
And sometimes… they won’t. But that’s okay.
Trust doesn’t come from micromanaging — it comes from creating systems that make success clear and repeatable.
Document your processes. Create checklists, guides, or shared folders.
When systems exist, your team can win without guessing — and you can rest without worrying.
You build trust by setting people up to win, not watching for them to fail.
Step 5: Lead With Gratitude and Growth
Building a team isn’t just about getting help — it’s about building people.
The same way you had to grow into leadership, they have to grow into their roles.
Check in. Celebrate progress. Give feedback with patience.
And remember, leadership is a relationship — not a transaction.
When people feel seen, supported, and valued, they’ll give you their best because they believe in the vision and in you.
The Freedom on the Other Side
Building a team doesn’t mean you lose control — it means you gain capacity.
It’s not about replacing your presence; it’s about multiplying your purpose.
Letting go doesn’t mean you stop caring — it means you start trusting.
And that’s where growth begins.
If this message spoke to you, I share the full conversation — with real talk, examples, and practical steps — on my YouTube channel:
Watch the full video here
With gratitude,
Leigha T. Porter