> It's just the natural result of somebody not letting others do things, and fail and learn on their own on the way.
How is this supposed to work though? You can do it yourself and succeed, or you can allow others to fail. If others are constantly failing where you (feel like you) could have succeeded, that’s it’s own form of exhausting.
Yes, sometimes helping people learn means letting them make mistakes. Watching someone do something slowly and poorly can test your patience. But they'll be faster and better the next time. Have patience for them to learn, while being available to guide them when needed or when their mistakes would impact the customer.
That's right. That's a problem for management to solve though, not for the guy in the center who could have succeeded all over the place where everybody else keeps failing all the time.
If that's really the case. It could also be the case that there are sometimes just different opinions, and one side of the argument is just more persistent and dominant and "just does it themselves", instead of accepting that a different solution would also have brought the org to a good result. Then that lone superstar gets frustrated (because they think they have to do things themselves), their colleagues get frustrated (because there is that guy that just does things on their own and better be quiet than pick a fight) and it's overall not sustainable for the org. Again, a problem for management to solve.
How is this supposed to work though? You can do it yourself and succeed, or you can allow others to fail. If others are constantly failing where you (feel like you) could have succeeded, that’s it’s own form of exhausting.