As a time management coach, I’ve seen senior leaders struggle to let go of control when someone new is on board. It feels easier in the short-term to let inertia carry them in the way they’ve been operating, but in the long-term, they’re hurting themselves—and their team. If you’re not focusing on your own role and priorities, you’re failing to demonstrate your full leadership potential. This could limit your team’s results (and frustrate your new hires), hinder your upward momentum and growth, and keep you from investing in essential self-care. To fully receive the time benefits of a new hire, you need to question everything that you’ve been doing. And once you’ve identified what’s no longer yours, release it.