Most micromanagement is misdiagnosed. What looks like control is often one of three things: Unclear expectations People cannot succeed in roles that have no clear definition of done. Poor role fit When natural behavior does not match the work, oversight increases. Coaching without direction Check-ins without a target feel like pressure, not development. And autonomy is not always the answer. Autonomy works when there is: - clarity - capability - behavioral fit Without those, autonomy is not freedom. It is abandonment.

This document is the gold standard for having difficult conversations.

@Dana Ogle we will have a lot of these. 😆

𝐘𝐎𝐔𝐑 𝐎𝐔𝐓𝐂𝐎𝐌𝐄 1. What is the single most important outcome you want from this experience? I want to build a group that starts humanizing leadership and makes work a good place to be. No one should ever have the Sunday blues before work. It’s miserable. 2. If you achieve that outcome — what does it make possible? What changes in your work, your team, your organization, or your life that isn’t possible today? We create a group with 1000’s of leaders. Who are happy. Making great money. Developing other leaders. Building trust and psychological safety. If I can help deliver this, I’ll be able to build a nice backyard office. It will have a seating area and small outdoor kitchen area but host my office, studio and have a guest bedroom/bathroom. 𝐘𝐎𝐔𝐑 𝐂𝐇𝐀𝐋𝐋𝐄𝐍𝐆𝐄𝐒 3. What is the most significant leadership challenge you are facing right now? Building the LeaderLENS community and cohorts. The challenge is in the attraction phase. Getting more eyeballs on the awesome content and outcomes we’ve created. 4. Name three things that hold you back from being a more effective leader. It’s mostly been time previously but I’m getting a lot better at prioritizing what’s #1. Money to build the attraction phase. Finding WHOs that can help me with all of these things. 𝐇𝐎𝐖 𝐘𝐎𝐔 𝐋𝐀𝐍𝐃 𝐎𝐍 𝐎𝐓𝐇𝐄𝐑𝐒 5. How do you think the people you lead would describe your leadership style — specifically on a hard week? I can be seen as an emotional leader. I wear my emotions on my sleeve. I’m better than I used to be but it still rears its ugly head from time to time. 6. Where do you suspect your intent and your impact don’t match? What do you mean to do vs. what do others likely experience?​​​​​​​​​​​​​​​​ making sure my vision connects with them. Planning and finding the right words to match their energy is important and most don’t do this part well.

@Courtney Jurado thanks for sharing.