Podcasts about Micromanagement

Micromanagement kills performance. Here's how to lead without paralysing your team.You've all probably worked for a micromanager at some point in your career. It's not fun.What makes leaders feel as though they have to micromanage? Is it a fundamental lack of trust? Or an inability to let go of control?Whatever the reason, you need to make sure that you're not that leader.If you want to go a bit deeper into how to stay out of your people's knitting, have a listen to Ep.264: Controlling Without Micromanaging.————————

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this conversation, Adam Posner and Mita Mallick explore the complexities of leadership, particularly focusing on the impact of bad bosses and the importance of inclusive leadership. Mita shares insights from her new book, discussing how bad bosses can emerge from various pressures and stresses, and emphasizes the need for self-reflection and accountability in leadership roles. They delve into the significance of recognition, coaching, and creating a culture of openness, while also addressing the challenges of micromanagement and disengagement in the workplace. The discussion highlights the evolving nature of leadership in today's world and the importance of fostering a supportive environment for employees.Takeaways- Bad bosses can emerge from personal and professional stress.- Self-awareness is crucial for effective leadership.- Recognition and appreciation can significantly impact employee morale.- Micromanagement often stems from personal insecurities.- Creating a culture of vulnerability encourages open communication.- Feedback should be framed as coaching rather than criticism.- Disengagement in the workplace can spread like a virus.- Leaders should model the behavior they want to see in their teams.- Hiring processes should focus on facts over feelings.- Leadership is about empowering others, not just directing them. Chapters00:00 Introduction to Inclusive Leadership and Bad Bosses03:00 The Impact of Personal Experiences on Leadership05:57 Understanding the Roots of Bad Boss Behavior09:10 The Role of Self-Awareness in Leadership12:05 The Importance of Recognition and Visibility in the Workplace14:42 Creating a Culture of Vulnerability and Feedback17:55 Accountability and Self-Reflection in Leadership21:47 Understanding Exit Interviews and Team Dynamics23:00 Leadership's Role in Organizational Culture24:24 Assessing Leadership Qualities in Interviews27:02 Self-Reflection for Bad Bosses28:37 The Importance of Storytelling in Leadership30:28 Disengagement: The Silent Culture Killer32:00 Navigating Bad Bosses: Strategies for Employees33:18 The Shift Towards Employee Well-Being34:52 Coaching vs. Directing: A Leadership Approach37:25 Raising Kind and Inclusive Future Generations39:00 Looking Inward: Accountability in Leadership 

Micromanagement gets blamed for everything. Jason pulls apart the viral advice and shows when close guidance is actually teaching, how capability and team stage change what leaders must do, and why meetings and details aren't the enemy. It's a frank reset on accountability, trust, and what real leadership looks like on the job. When close guidance is right: explain, demonstrate, guide, enable. Forming and storming need more check-ins so work can move in short cycles. Meetings are the work when teams are not side-by-side. Details matter: tighten quality where it protects brand, clients, and safety. Never okay: stealing ideas or hogging credit. The better response: communicate, shorten iterations, build trust, and raise your own quality bar. If you lead people, this episode gives you a clearer lens and practical moves you can use today.  If you like the Elevate Construction podcast, please subscribe for free and you'll never miss an episode.  And if you really like the Elevate Construction podcast, I'd appreciate you telling a friend (Maybe even two

Mariano Gontchar: The Micromanagement Trap—When PO's Good Intentions Harm Agile Team Performance Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. The Great Product Owner: The Visionary Leader During an agile transformation project modernizing a build system with multiple stakeholders, Mariano worked with an exceptional Product Owner who demonstrated the power of clear vision and well-defined roadmaps. This visionary Product Owner successfully navigated complex stakeholder relationships by maintaining focus on the product vision while providing clear direction through structured roadmap planning, enabling the team to deliver meaningful results in a challenging environment. The Bad Product Owner: The Task-Manager Micromanager Mariano encountered a well-intentioned Product Owner who fell into the task-manager anti-pattern, becoming overly detail-oriented and controlling. This Product Owner provided extremely detailed story descriptions and even specified who should do what tasks instead of explaining why work was needed. This approach turned the team into mere task-handlers with no space to contribute their expertise, ultimately reducing both engagement and effectiveness despite the Product Owner's good intentions. Self-reflection Question: Are you empowering your team to contribute their expertise, or are you inadvertently turning them into task-handlers through over-specification? [The Scrum Master Toolbox Podcast Recommends]

Micromanagement is a hidden but damaging force in engineering teams, eroding trust, autonomy, and innovation. In this episode of the Effective Engineering Manager podcast, Slava and Adam explore the roots of micromanagement - poor delegation, fear of failure, and lack of trust - and its consequences for morale, productivity, and retention. They also share strategies for organizations and managers to address micromanagement, from coaching and role adjustments to practical ways of shielding teams from its effects.

In this rigorous and insight-rich episode, Dr. Colin Fisher, author of The Collective Edge, deconstructs high-performing teams using decades of organizational research and field-tested frameworks. If you lead, manage, or influence teams, the insights here can recalibrate how you build and guide collaboration.   We explore four foundational elements (Composition, Goals, Tasks, and Norms) and dismantle prevalent myths that often derail even experienced leaders.   Key insights include: Composition: A team's effectiveness begins with clarity. In a landmark study, only 7% of top management teams agreed on how many people were actually on their team. “We can't compose the team thoughtfully unless we agree on who's in the team in the first place.” The ideal team size? 4.5 people. Why? It balances task performance and member satisfaction, minimizing coordination cost while maximizing cohesion. Goals: Most teams fall apart not because of conflict, but because “members don't share the same understanding of what the group's goals are.” Dr. Fisher emphasizes that goals must be clear, challenging, and consequential, repeated often, and refined constantly. Tasks: Don't assign group work to solo tasks. Effective team tasks must require interdependence and diverse expertise. Leaders must provide “clear goals but autonomy over process.” Micromanagement erodes both accountability and innovation. Norms: Often invisible yet decisive. Norms around psychological safety and information sharing distinguish resilient teams from dysfunctional ones. Without them, even the most capable groups collapse under miscommunication or fear of speaking up.   Dr. Fisher's core thesis is deceptively simple: The secret sauce is sustained attention to the basics. His research confirms that elite leaders are not mystical intuitives but methodical questioners and attentive listeners.   If you care about sustainable performance and intelligent team design, this conversation delivers a precise blueprint.  

Think about the best leader you've ever had – someone who trusted you, empowered your growth, and celebrated your successes. Now contrast that with the worst leader – the micromanager who left lasting scars. This gap defines William Davis' leadership philosophy, shaped by nearly four decades in corporate America. He reminds us that “leadership is deceptively simple, but simple doesn't mean easy.”Davis shares stories that bring this to life – from helping a young professional recover from toxic leadership to creating opportunities for team members to shine by presenting their own work. His message is clear: true leadership isn't about personal achievements but about building trust, creating safe environments, and lifting others to succeed.Leadership carries a profound responsibility, influencing not just work but mental health, family life, and society. With 78% of Americans believing corporate leadership is failing, the call is not for more leaders but better ones. This episode challenges you to reflect: are you creating a culture where people thrive, or just survive?

Send us a Message!In this episode, we explore 3 questions from listeners and conversations with clients:What are businesses missing in implementation?How do I make sure I am not micromanaging? •What are some tips for recruitment in 2025?Our prescription for this episode: Don't underestimate what building a strategy with a view of the big picture can do to address your problems.Past Episode  Referenced:S2 E9: What Happens When Businesses Counterfeit Psychological Safety?S3 E24: What Do I Need To Know To Be An Effective Leader?You can reach out to us to talk more about any of these topics, contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched in 2024.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode, Jessica Kampa VP of Operations at Grace Property Management, joins us to pull back the curtain on how their property management company runs. Jessica shares her journey from being hired to her current role, discussing the importance of delegation, why she's a firm believer in weekly one-on-ones, and how she's learned to manage a growing team. She offers invaluable advice to other business owners on how to find and work with a number two to achieve a more successful and balanced operation. Lead Simple - manage more doors with less stress using LeadSimple   Property Manager Websites - the highest performing property management website in the industry   Rentvine - the property management software you can trust   NARPM Orlando Event: Register here   PMbuild - Marc's education for property managers   Join Marc's new property management Facebook group   This podcast is produced by Two Brothers Creative.  

In this episode, Cindy Esliger examines micromanagement at work and when it might turn from a misguided attempt at mentorship to a more sinister form of intentional misdirection. In matrix environments, roles and responsibilities are fluid, and we tend to get input from all directions. We want to please people, so we internalize every correction as encouragement, even when it isn't. Micromanagement is subtle but powerful. Cindy demonstrates how to identify it and how to break the pattern with a radical shift in focus. Many of us were raised, deliberately or not, to be grateful for any attention we receive, especially in environments where women are underrepresented. We're taught that feedback is an opportunity we should be grateful for, even if it's tone deaf or controlling. Cindy wants us to break this pattern by asking ourselves some key questions. Does this expectation align with the career we want to build? Is this feedback helpful, or does it just maintain the status quo?  Is this real value? We need to put ourselves first for a change and be intentional about where our time and effort go. We need to not let micromanagement become our norm.   When someone is overly involved in our work, it's not always seen as a red flag. We assume it's part of the process, and we work harder, which is exactly why micromanagement works. Cindy explains how awareness is our way out. We need to notice how constantly accessible we keep ourselves. When were we acting out of fear instead of alignment? Setting boundaries, being selective, communicating assertively, and practicing saying no calmly and clearly are all ways we reclaim our power and stop letting micromanagement control us.   Resources discussed in this episode:Guide to Escaping the Micromanagement TrapAstronomic AudioConfidence Collective—Contact Cindy Esliger Career Confidence Coaching: website | instagram | facebook | linkedin | email

In this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Michelle Niemeyer, a former high-powered attorney turned burnout expert, certified health coach, and creator of The Art of Bending Time. With 33 years in law and a personal journey of reinvention, Michelle shares her path from the pressures of litigation and entrepreneurship to becoming a sought-after advisor on sustainable leadership and resilience.The conversation dives into the pitfalls of chasing “work-life balance,” why multitasking drains focus, and how leaders can prevent burnout by fueling themselves physically, mentally, and emotionally. Michelle explains how her health challenges and professional burnout led her to develop frameworks that help leaders align their goals with what truly lights them up. From her innovative SWORD analysis for goal setting, to practical strategies for reclaiming focus and accepting help, Michelle offers actionable insights that challenge traditional productivity thinking.Leaders will come away with fresh perspectives on integrating personal and professional life, the hidden costs of micromanagement, and why bending time isn't about managing minutes, but about living with purpose, clarity, and energy.TakeawaysBurnout often stems from chasing “work-life balance,” which can separate people from their whole selves.Leaders thrive when they integrate passions and strengths from different areas of life into their work.True productivity requires physical and mental health: quality sleep, nutrition, and consistent movement.The lymphatic system depends on physical activity — sitting too long allows toxins to build up.“Bending time” means focusing on what fuels you rather than squeezing more hours out of the day.Multitasking is a myth — it decreases focus, increases mistakes, and prolongs tasks.Removing notifications and delegating tasks clears mental space for deep, high-value work.Leaders must avoid micromanagement and trust their teams to develop and excel.The SWORD analysis (strengths, weaknesses, opportunities, risks, and desire) emphasizes whether goals are truly worth pursuing.Accepting help is not a weakness; it builds connection and accelerates progress.Personal and professional networks can be blended intentionally to open new opportunities.Micro-moments of joy — a walk, a cup of coffee, or celebrating small wins — can prevent burnout more than long vacations.Chapters00:00 The myth of work-life balance00:39 Introducing Michelle Niemeyer: From law to burnout coach02:21 Early career in law and frustrations with the system04:34 Burnout and the dangers of “work-life balance”07:57 Bringing your whole self into work and life09:31 Health coaching, lifestyle changes, and the lymphatic system11:34 Discovering autoimmune disease and the shift to health coaching15:44 Creating The Art of Bending Time framework19:34 Micromanagement, delegation, and team empowerment22:10 Why notifications and constant availability hurt focus27:02 Rituals for winding down and mental clarity29:54 Clarity, joy, and finding sparks in daily life31:19 SWORD analysis explained and the role of desire35:11 Letting go of outdated or inherited goals38:44 Blending personal and professional networks43:05 The importance of asking for and accepting help49:48 Leadership, teamwork, and accountability50:56 Michelle's favorite book and final reflections52:15 The power of daily sparks and micro-moments of joy56:28 Closing thoughts and community resourcesMichelle Niemeyer's Social Media Links:https://www.instagram.com/michelle_niemeyer_wellness/Michelle Niemeyer's Website:https://www.michelleniemeyer.com/Resources and Links:https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright

Irene Castagnotto: Three Toxic Conditions That Destroy Agile Team Effectiveness Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Irene encountered a team where everything appeared perfect on the surface, but underneath lay a complete lack of transparency. The team displayed negativity while their manager prevented them from taking responsibility, asking them to complete tasks without explaining the reasoning. These three toxic conditions—negativity, lack of transparency, and micromanagement—combined to destroy the team's effectiveness. Initially hesitant to speak up, Irene ultimately chose to leave. Reflecting on this experience, she emphasizes the importance of addressing problems directly with leadership rather than simply escaping the situation. In this segment, we refer to the 5 monkeys experiment, as comment on conditioning that happens in groups. Featured Book of the Week: Switch by the Heath Brothers Switch: How to Change Things When Change Is Hard by the Heath Brothers focuses on understanding change and why it's challenging for people. According to Irene, change isn't difficult because people resist it, but because it creates internal conflict within us. The Heath Brothers explain the three essential elements needed for successful change: the rational rider (logical thinking), the emotional elephant (feelings and motivation), and the path (the environment and systems). The book provides practical guidance on how to facilitate change and help people navigate transitions effectively, emphasizing the importance of celebrating achievements throughout the change process. Self-reflection Question: What internal conflicts might be preventing positive changes in your team, and how can you address both the rational and emotional aspects of resistance? [The Scrum Master Toolbox Podcast Recommends]

Episode NotesWhy autonomy, mastery, and purpose still matterHow ego ruins teams (and what to do about it)The myth of the high-performing “lone genius”Culture fit vs. culture add — and why diversity of thought is often overlookedHow to manufacture intentional team connection across remote healthcare settingsThe Halloween video that caused controversy… and paved the way for a teamWhy humility is Matt's secret leadership weaponFeedback delivery, building trust, and managing strong individual performersWhy “empowered” is the word Matt wants on his leadership tombstone www.YourHealth.Org

In dieser Folge von „Chefin ruft an“ diskutieren Stefanie und Friederike, wie Zielvereinbarung heute funktioniert: Brauchen wir eher Visionen oder konkrete KPIs?Wie schafft man als Führungskraft klare, motivierende Ziele für sich selbst und andere – ohne sich in Micromanagement zu verlieren?Und was sagt eigentlich die Forschung über SMART Goals, OKRs und persönliche Zielbilder? Hosted on Acast. See acast.com/privacy for more information.

How do you build a high-performing engineering team in the AI era? And will AI make fundamental engineering skills obsolete?In this episode, Mohan Krishnan, Head of Engineering at Grab, shares lessons from leading multiple transformational engineering teams. Drawing from his experience at Grab, Bukalapak, BBM Emtek, and Pivotal Labs, Mohan explains why core engineering fundamentals still matter, even in the age of AI, and will become even more valuable than ever. He discusses building disciplined, high-performing engineering teams and the importance of hands-on leadership. We also explore the unique challenges and vast potential of the tech landscape in Southeast Asia.Key topics discussed:Why foundational skills like TDD and system design are becoming more critical in the age of generative AIHow to effectively use AI as a pair programmer for upskilling and idea generation, while avoiding the pitfalls of “vibe coding”Mohan's “sports team” analogy for building successful engineering teams with discipline, a mix of seniority, and a culture of deep learningThe importance of hands-on technical leadership, and why even CTOs should “dive deep” to set the right engineering barThe state of engineering talent in Southeast Asia and what's needed to bridge the gap in deep tech and AI developmentActionable career advice for junior and mid-career professionals navigating the AI-infused software industryTimestamps:(00:00:00) Trailer & Intro(00:02:08) Career Turning Points(00:06:03) Things We Should Learn in the AI Era(00:09:53) AI as a Pair Programmer(00:13:58) The Danger of Outsourcing Our Thinking to AI(00:17:29) The Dopamine Hit of Using AI(00:20:36) Building a Successful Transformational Engineering Team(00:25:33) The Discipline Rigor in An Engineering Team(00:29:14) Understanding & Delivering Outcomes for the Business(00:32:21) Having a Tough Approach as an Engineering Leader(00:39:07) Going Back as an IC at Google(00:45:40) The Importance of Being Hands-On with Recent Technologies for Leaders(00:52:40) Hands-on vs Micromanagement(00:55:11) Engineering Talents in Southeast Asia(00:58:06) Building Tech Talents in Southeast Asia(01:01:17) Bridging the AI Gap in Southeast Asia(01:04:03) Should We Still Pursue a Tech Career in the AI Era?(01:07:24) 2 Tech Lead Wisdom_____Mohan Krishnan's BioMohan Krishnan, based in Singapore, is currently a Head of Engineering at Grab. Mohan Krishnan brings experience from previous roles at Google, Bukalapak, BBM and Pt. Kreatif Media Karya. Mohan Krishnan holds a 1998 - 2002 Bachelor of Engineering in Multimedia, Electronics at Multimedia University. With a robust skill set that includes Ruby on Rails, Multithreading, Web Services, HTML, Services and more.Follow Mohan:LinkedIn – linkedin.com/in/mohangkLike this episode?Show notes & transcript: techleadjournal.dev/episodes/228.Follow @techleadjournal on LinkedIn, Twitter, and Instagram.Buy me a coffee or become a patron.

More management and insurance knowledge in my newsletter: https://www.odysseymgmt.com/newsletter   Modern office managers lead through clarity, culture, and connection not control. My longtime friend and colleague Lorie Streeter joins me for a frank conversation about the lessons we've learned over the years.    Micromanagement is everywhere, and dental teams are evolving whether leaders are ready or not. The shift from task-checking to true team empowerment is reshaping how successful practices run. We share stories of real managers navigating burnout, toxic dynamics, and panic hiring with surprising clarity.    There's a raw conversation about what happens when doctors undermine authority, how culture breaks down quietly, and why emotional intelligence is now a non-negotiable skill. We tackle some unexpected truths about staffing “shortages,” leadership blind spots, and what it actually means to build a team that runs on trust not fear. If you've ever carried more weight than your title suggests, this episode unpacks why... and what to do next.   Connect with Lorie   Website: MAXASSIST Facebook Lorie Genelin Streeter Instagram Lorie Streeter - Maxed Out LinkedIn Lorie Streeter   ------------- I created Dental Revenue Network to foster collaboration and networking amongst RCM professionals. Billing company owners and billing professionals will have access to skill building sessions, current carrier news and insurance discussions beyond “what's the code?" Check it out - I hope you'll join! https://dentalrevenuenetwork.mn.co/ ------------- Medical Billing Made Easy! Dental Classroom Online: https://www.dentalclassroomonline.com/ Use ODYSSEY for a 10% courtesy ------------- Synergy Dental Partners offers lower prices for your dental supplies and services https://www.odysseymgmt.com/synergy NTMT listeners receive a 2 Month Free Trial + a 3rd Month if you buy anything from any vendor during the trial period. Also, new Darby customers receive a $200 Darby statement credit with a purchase.  ------------- My insurance course Dental Insurance Design and Management is geared toward those who want to understand the how and why of insurance. As a loyal podcast listener, please use "NTMT" for a $75 courtesy toward your investment.  ------------- Visit odysseymgmt.com to check out my book, webinars and courses. ------------- Don't forget to check out my other podcast Chew on This - A Dental Podcast!    **If you like the show then I'd appreciate a good rating. Tell your friends. Even podcasters ask for referrals!** YouTube: https://youtube.com/@odysseymgmt  

In this episode of Confessions of a B2B Entrepreneur, Shenandoah Chefalo, the host of Mindful Management: Creating a Trauma-Informed Work Environment, welcomes Tom Hunt, the Founder and CEO of Fame. What happens when a CEO admits they're figuring it out as they go? Tom candidly shares his blueprint for building a thriving 70-person remote company, emphasizing the power of trust over micromanagement and delving into the essence of trauma-informed leadership. Discover Fame's innovative strategies for fostering team cohesion, including empowering employee autonomy and unique initiatives like the 'Culture Club'. This episode offers practical wisdom for leaders on manager training, building genuine connections, and why embracing vulnerability can be your most authentic leadership strategy in the modern workplace.

Join your host Sarah Olivieri as she addresses the pervasive issue of board micromanagement in nonprofit organizations. Learn how to establish clear boundaries between board members and staff, empowering your organization to operate more effectively. Discover the four key decisions that an oversight board should focus on, and explore the available resources to further enhance your nonprofit's leadership and strategy. Episode Highlights 00:37 Why Board Micromanagement Happens 01:32 How to Establish Clear Boundaries 03:37 The Role of Oversight 04:14 The Four Board Decisions 06:27 Staff vs. Board Responsibilities Resource The Board Clarity Club A monthly membership for boards that provides training and live expert support to help your board have total clarity on how to be the best board possible. Learn More >> About Your Host Have you seen Casino Royale? That moment when Vespa slides in elegantly, opposite James, all charming smile, razor-sharp wit and mighty brainpower, and says, “I'm the money”? Well, your host, Sarah Olivieri has been likened to Vespa by one of her clients – not just because she's charming, beautiful and brainy– but because that bold statement “I'm the money” was, as it turned out, right ON the money. Sarah helps nonprofits transform their organizations from failing to thriving. And she's very, very good at it. She's brought nonprofits back from the brink of insolvency. She's averted major cash-flow crises, solved funding droughts, board conflicts and everything in between… and so she has literally become “the money” for many of the organizations she works with. As the former director of 3 nonprofits and founder of 5 for-profit businesses, she understands, deeply, the challenges and complexities facing organizations and she's created a framework, called The Impact Method®️, which can help you simplify operations, build aligned teams and make a bigger impact without getting overwhelmed or burning out – and Every. Single. One. Of her clients that have implemented her methodologies have achieved the most incredible results. Sarah is also a #1 international bestselling author, holds a BA from the University of Chicago with a focus on globalization and its effect on marginalized cultures, and a master's degree in Humanistic and Multicultural Education from SUNY New Paltz. Access additional training at www.pivotground.com/funding-secrets or apply for the THRiVE Program for personalized support at www.pivotground.com/application Be sure to subscribe to Inspired Nonprofit Leadership so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! Let us know the topics or questions you would like to hear about in a future episode. You can do that and follow us on LinkedIn.

Are you tired of the micromanagement trap? Discover how to empower your team and foster a culture of trust and high performance. This post dives into leadership coach Darryl Black's "Ordered Chaos" framework, revealing actionable strategies to transform your leadership style. Learn why traditional promotion paths often lead to micromanagement, the true cost of poor leadership training, and the power of empathetic leadership. We'll break down the DB 131 method for empowering decision-making and show you how to set clear expectations that drive accountability. If you're ready to build autonomous, high-performing teams, this is your roadmap.

Today, I'm joined by Chris Seifert, and we're talking about Escaping the Micromanagement Trap. Chris is the founder of Enabling Empowerment and author of Enabling Empowerment: A Leadership Playbook for Ending Micromanagement and Empowering Decision-Makers. He's spent over 20 years leading teams—from the control room of a nuclear submarine to the plant floor and the boardroom. Chris helps leaders cut through complexity, stop micromanaging, and build environments where people are trusted to lead and expected to own the results. His mission is straightforward: to equip leaders with the tools to build teams that are aligned, accountable, and energized. I'm excited to have him on the show to learn more about Escaping the Micromanagement Trap. Show resources: Enabling Empowerment book Enabling Empowerment website Enabling Empowerment YouTube Sponsors: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Cadre of Men⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Farrow Skin Care⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Salty Sailor Coffee Company⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Leader Connect⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Qualified Leadership Series⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ____ Get all of Jon Rennie's bestselling leadership books for 15% off the regular price today! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HERE Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of The Future of Teamwork, Dane Groeneveld chats with Roit Feldenkreis, a globally recognized orchestral conductor, performance coach, public speaker, and CEO of BHZ Consulting. Roit shares how the skills she honed on the conductor's podium, building trust in minutes, leading without micromanaging, and uniting world-class talent around a shared vision, translate directly to high-performing leadership in the corporate world.Whether you're the CEO of a business or leading a team of any kind, this conversation will shift how you think about leadership, trust, and teamwork.Key Takeaways: 00:00 Introduction to the Future of Teamwork Podcast01:28 Meet Roit Feldenkreis: Conductor and Entrepreneur02:17 Roit's Musical Journey: From Singer to Conductor04:18 The Magic of Conducting: Leadership Lessons from the Orchestra06:49 Building Trust Quickly: The Conductor's Challenge12:03 Parallels Between Conducting and Corporate Leadership14:46 The Symphonic Leadership Framework and Maestro Method17:35 Core Principles of Effective Leadership25:41 Acknowledging Amazing Professionals26:10 Handling Team Member Resentment26:52 Understanding and Supporting Team Members28:57 Micromanagement and Creativity32:39 The Importance of Purpose in Performance34:32 Balancing High Performance and Well-being38:12 Coaching and Workshops for Leaders42:02 The Isolation of Leadership44:24 Emotional Mastery and Vision48:39 Conclusion and Contact Information

When most people think about workplace safety, they imagine hard hats, ergonomic chairs, or maybe active shooter drills. What rarely comes up—but absolutely should—is how people feel at work. And that's where psychosocial hazards come in.These aren't just buzzwords or boxes to check. Psychosocial hazards are the silent threats that show up in how power is distributed, how people are treated, and what's tolerated in the day-to-day culture of an organization. And yet, too often, they go unacknowledged—until someone breaks down, quits, or worse.Dr. I David Daniels joined me on DEI After 5 to dig into this topic, and what he shared should have every workplace paying attention.What Are Psychosocial Hazards, Really?Psychosocial hazards are the workplace conditions that can mess with your mental and emotional well-being. Things like:* Bullying or harassment (yep, still happening in 2025)* Excessive workload and unrealistic expectations* Micromanagement and lack of control over your own work* Isolation, exclusion, or lack of social support* Microaggressions (subtle, but cumulative and harmful)* Discrimination—overt or covertThese aren't just "bad vibes." These are real risk factors that impact how people think, engage, and show up at work. And if we're being honest, they're often written off as personal problems or interpersonal drama instead of being seen as organizational liabilities.Microaggressions: The “Small” Thing That Adds Up FastLet's talk about microaggressions—those quick jabs people might not even realize they're throwing. A joke about someone's name. A comment about someone's tone. A backhanded compliment about someone's hair or clothes. These small moments are heavy for the person on the receiving end, especially when they pile up over time.If people are spending energy trying to decode whether they're safe in a meeting or if it's “worth it” to speak up, that's not a thriving culture. That's a hazard.Toxic Workplaces Don't Just Happen. They're Built.A toxic work environment is often the result of unchecked psychosocial hazards. Maybe it's a culture of fear. Maybe it's leadership looking the other way when inappropriate behavior happens. Maybe it's the team dynamic that subtly punishes people for being “too different” or “too direct.”Whatever the case, the result is the same: employees disengage, mental health declines, and performance suffers. Burnout isn't always about doing too much—it's often about being in an environment that takes too much out of you, with too little support in return.So, What Can Organizations Actually Do?Addressing psychosocial hazards takes more than a wellness webinar or a ping pong table in the break room. Here's where to start:* Take a real look at the culture. What's being allowed? What's being ignored?* Train leaders to recognize and respond to harmful behavior. Silence is complicity.* Reinforce policies with action—not just paperwork. If people don't trust the system, it doesn't work.* Create real feedback channels. And act on what you hear.* Prioritize psychological safety. Not just for show—but because it matters.Leadership Sets the ToneThis isn't just an HR issue—it's a leadership responsibility. Leaders shape culture, whether intentionally or not. If they're not actively creating safety, then they might be passively reinforcing harm. Listening, transparency, and accountability are all leadership behaviors that reduce psychosocial hazards. It's time we stop thinking of those things as "soft skills" and start calling them what they are: critical safety tools.If your team is struggling, your retention is dipping, or people are showing signs of burnout—don't just look at the workload. Look at the environment. Psychosocial hazards may be the root cause.If you're ready to dig into what's really going on in your workplace and want support assessing and addressing psychosocial hazards, schedule a call with our team. We'll help you build a culture that's not just productive—but safe, sustainable, and truly inclusive. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this short segment of the Revenue Builders Podcast, John McMahon and John Kaplan dive into the critical role adaptability plays in career success. They explore why some professionals resist change, how coachability and curiosity shape growth, and what leaders should look for when hiring top talent. Through real-world examples and insights, they unpack the psychology behind adaptability, trust, and long-term potential in business and sales leadership.KEY TAKEAWAYS[00:00:25] The Misconception About Adaptability – Many professionals mistakenly see adaptability as a weakness rather than a strength[00:01:28] The Evolution of Career Mobility – Job-hopping is no longer a red flag but an expectation in today's job market[00:02:39] Trust, Micromanagement, and Coaching Resistance – Leaders should examine the deeper reasons behind employee concerns about trust.[00:03:44] The Fear of Change and Growth – Some individuals resist coaching because they fear exposing what they don't know.[00:04:07] The Link Between Coachability and Adaptability – Success depends on both being coachable and having the courage to act on feedback.[00:04:58] The Ceiling Effect in Performance – Those who resist change often never reach their full potential[00:05:25] Curiosity as a Key to Growth – A lack of adaptability often correlates with a lack of curiosity[00:06:47] Recognizing and Managing Resistance in Employees – Leaders must understand when an employee's resistance to change is really about their comfort zone.QUOTES[00:02:17] "It's not a problem not to know, but it is a crime punishable by death not to do anything about it and not to ask."}[00:04:07] "Coachability and adaptability go together—you have to be coachable first, then courageous enough to change."[00:04:58] "The best performers never protect their current level—they always push for what's next."[00:05:25] "Curiosity and adaptability are deeply connected—those unwilling to ask ‘what if' often resist growth."[00:06:09] "When employees pull the ‘trust card,' it's often their last resort to avoid change."Listen to the full conversation through the link below.https://revenue-builders.simplecast.com/episodes/the-importance-of-recruiting-behavioral-traits-with-chaz-maclaughlinEnjoying the podcast? Sign up to receive new episodes straight to your inboxhttps://hubs.li/Q02R10xN0Check out John McMahon's book hereAmazon Link: https://a.co/d/1K7DDC4Check out Force Management's Ascender platform here: https://my.ascender.co/Ascender/Force Management is hiring for a Sales Director. Apply here: https://hubs.li/Q02Zb8WG0Read Force Management's eBook: https://www.forcemanagement.com/roi-of-sales-messaging

Are you holding on too tightly to tasks that drain your energy or block your team's growth? In this episode, Shannon Waller reveals the mindset shifts and practical tools that help entrepreneurs confidently delegate, let go of micromanagement, and elevate their teams. Discover how to create a bigger future by freeing yourself—and your business—from the delegation death grip. Download Episode Transcript Show Notes: Most entrepreneurs, even skilled delegators, have at least one area where they struggle to let go. Micromanagement often stems from a fear that no one else can meet your standards. Shifting from “doer” to “leader” requires letting go of tasks, even if you're excellent at them. The root of micromanaging is usually a mindset of fear, uncertainty, or lack of confidence in others' abilities. Recognizing and naming your fears around delegation are the first steps to overcoming them. There are two unhealthy delegation styles: the “death grip” (never letting go) and the “drive-by” (throwing tasks at others without clarity). Both micromanagement and drive-by delegation prevent your team from developing the skills and confidence they need to excel in their roles and drive progress forward. You must have a compelling “why” to motivate yourself to let go of tasks and delegate effectively. The Impact Filter™ is a powerful tool for clarifying your purpose, standards, and desired outcomes when delegating—and setting your team up for success. Telling best- and worst-case stories helps your team understand what great performance looks like—and what to avoid. Success criteria should be specific, measurable, and written down. Delegating “excellent” activities—things you do very well but no longer love—is often the hardest but most necessary step for growth. When you articulate your standards and expectations, you demonstrate trust in your team's unique skills and empower them to meet (and often, exceed) those standards. Using tools like The Impact Filter transforms delegation from a risky handoff into a confident, collaborative process. Letting go of lower-value tasks frees you to focus on your areas of Unique Ability® and the bigger future you want to create. Regularly revisiting your “why” for delegating helps you avoid slipping back into old habits. When your brain is “on paper,” your team knows exactly how to win—and you can coach, not control, their progress. Resources: Unique Ability The Impact Filter TED Talk: Start With Why: How Great Leaders Inspire Action by Simon Sinek Time Management Strategies For Entrepreneurs (Effective Strategies Only) The 4 Freedoms That Motivate Successful Entrepreneurs The Checklist Manifesto by Atul Gawande Ego, Authority, Failure: Using Emotional Intelligence Like A Hostage Negotiator To Succeed As A Leader by Derek Gaunt The Black Swan Group EOS®

Imagine your organization as a cruise ship you're the captain of. It is your responsibility to man the helm, keeping the vessel away from danger and navigating to the correct destination. Along the way you decide that the guests' towels need to be folded a particular way, so you step away from your post for hours to meticulously fold them to your exact specifications. You do a great job but in your absence the ship is listless, veering off course into dangerous waters. Of course it's very likely you won't find yourself in this exact situation, but the same logic can be applied to our terrestrial pursuits as well. In today's episode, Greg and I discuss why it's important for leaders to remain in control, but also vital that we don't become controlling. Check out the video version of this conversation.  Check out my blog, my other podcasts, my books, and so much more at http://linktr.ee/craigtowens  ►► Would you please prayerfully consider supporting this ministry? My Patreon supporters get behind-the-scenes access to exclusive materials. ◀︎◀︎

SPONSOR: Direct Bullion. Download your free Guide to Gold Pensions Now. (plus get a special bonus).CLICK HERE NOW: https://robmoore.directbullion.com Rob shares his seven weird habits that have generated him millions, from strategic afternoon naps to embracing anger as a leadership tool. This episode challenges conventional business ideas with Rob's proven takes on micromanagement, coffee and why getting pissed off might be your secret weapon. KEY TAKEAWAYS • Power naps unlock extra productivity. A 20-minute afternoon nap around 3 PM can give you 3-4 additional productive hours, especially when combined with early morning work sessions starting between 2-5 AM. • Rather than being toxic, micromanagement is necessary for underperforming staff and complex projects. Good employees don't need micromanaging; struggling ones require detailed oversight to succeed. • Strategic coffee timing can maximise energy, three coffees spaced 4 hours apart prevents afternoon crashes and can maintain consistent energy levels throughout a 16+ hour workday. • Walking beats running for entrepreneurs, replace running with 15,000 daily steps while doing voice memos and calls. This provides cardiovascular benefits without joint damage while enabling multitasking and creative thinking. • Quality clothing reduces decision fatigue so invest in expensive, label-free clothes from a few trusted brands. This eliminates daily choice paralysis while ensuring you feel confident and professional. • Controlled anger drives authentic leadership and strategic displays of anger for important issues earn respect and prevent boundary violations. Suppressing all emotions leads to people pleasing and ineffective leadership. BEST MOMENTS "If you wanna know, one of the quickest ways to go broke is trying to impress people. Spending money you don't have, trying to impress people." "Micromanagement only happens when people aren't doing their fucking job properly. It's not a toxic manager trait. It is a member of staff who's not doing their job." "If you've got the choice between pissing someone else off or pissing yourself off. You should choose them every time."" Great ideas often I like butterflies and they're that you can't grab them and then they go into your ear and then they're through your brain and then they're fucking out really quick." VALUABLE RESOURCES https://robmoore.com/ bit.ly/Robsupporter https://robmoore.com/podbooks rob.team ABOUT THE HOST Rob Moore is an author of 9 business books, 5 UK bestsellers, holds 3 world records for public speaking, entrepreneur, property investor, and property educator. Author of the global bestseller “Life Leverage” Host of UK’s No.1 business podcast “The Disruptive Entrepreneur” “If you don't risk anything, you risk everything” CONTACT METHOD Rob’s official website: https://robmoore.com/ Facebook: https://www.facebook.com/robmooreprogressive/?ref=br_rs LinkedIn: https://uk.linkedin.com/in/robmoore1979 See omnystudio.com/listener for privacy information. This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

This episode is sponsored by Lockton, click here to learn more Watch the full video on YouTube - click hereElon Musk did what most thought was impossible. He built a mission-driven brand that captured global attention, made electric vehicles desirable, and forced legacy automakers to rethink everything. But lately, his leadership has taken a turn—and it's raising serious questions. The mission hasn't changed, but the behavior around it has.In this special solo episode, Jan Griffiths lays out five leadership lessons for Elon—not out of criticism, but from a deep respect for what he's accomplished and a firm belief in what the industry still needs from him.She starts with mission. Tesla's purpose has united people around the world. But when Elon supports people who oppose that mission, it creates confusion. You can't promote a cause while backing those who go against it.Then comes culture. Elon's ability to identify problems and push for solutions is extraordinary, but intensity without empathy creates fear, which kills creativity. If the goal is innovation, leaders must build environments where people feel safe to contribute and not scared to fail.Jan then challenges the idea of leading by example. Sleeping on the factory floor shows commitment, but expecting others to follow that model isn't sustainable. Real modeling means setting a standard not just in work ethic but also in behavior and how you show up in moments of crisis.Micromanagement is next. Being able to solve problems doesn't mean owning every decision. The more decisions a leader owns, the fewer their teams can make. Jan warns that this behavior ultimately traps leaders in a loop where nothing moves without them.Finally: identity. Without knowing who you are as a leader, everything else starts to fall apart. Jan points to tools like the 21 Traits of Authentic Leadership and Doug Conant's leadership blueprint to help any leader build that internal alignment.Elon has done what few believed possible. But the chaos, political noise, and online disputes only adds friction at a time when the real threat is global. The industry doesn't need noise. It needs the focused, driven leader who started it all.Themes discussed in this episode:The disconnect between Tesla's mission and Elon Musk's public alignmentsThe impact of fear-based leadership culture on innovation and employee engagementHow micromanagement affects team performance and company growthThe cultural transformation needed to support EV and software-defined vehicle innovationHow a CEO's behavior sets the tone for company cultureThe importance of psychological safety in building high-performing teamsHow public distractions and controversy weaken brand focusWhy the auto industry needs focused leadership amid rising global competitionYour HostJan Griffiths is the architect of cultural change in the automotive industry. As the President & Founder of Gravitas Detroit, Jan brings a wealth of expertise and a passion for transforming company cultures. Additionally, she is the host of the Automotive Leaders Podcast, where she shares insightful conversations with industry visionaries. Jan is also the author of

This episode is for the woman who's built a thriving business—and still hears a quiet voice inside asking, “Is this really it?” My client came to this session frustrated with herself for not trusting her team or delegating enough. But what we uncovered wasn't about delegation at all. It was about the fear of stepping away. The pressure to keep going. And the guilt that creeps in when you consider wanting more for yourself… or maybe something entirely different. In this deeply moving conversation, you'll hear: What's really behind the resistance to let go (hint: it's not about your team) The hidden grief and identity loss so many women feel as they evolve beyond the CEO role Why wanting more space, more freedom, or a different life doesn't make you ungrateful—it makes you ready This is the kind of conversation most women are having only in their heads. But here, we say it out loud. And that's where the real shift begins. Listen now—and if it speaks to you, leave a review and share it with a woman you admire who might be in her own what's next moment. Contact Information and Recommended Resources Join me in Sonoma in August so we can meet in person! Go to www.thevisionary.ceo/beyondceo to register your interest. Linkedin Instagram Facebook Pinterest

Well, it's first thing here in the office. These are the times that, when I'm in town—we travel quite a bit for work—I like to be able to come in when it's not super busy because you can actually get a lot of things done. But how do you know that you're not really tiptoeing around like a mouse, micromanaging everybody else that's coming in, and making them feel this pressure, like you're constantly looking over their shoulder? We have a tool called the Seesaw of Predictability I wanted to introduce you to. Hey, it's Scott Beebe with Business On Purpose. Make sure you tune in to every episode of the Business On Purpose podcast. Also, two of our guys, Sean and Brandon, have started the Dickie and Donnie Do Business podcast. You want to make sure it's on your radar—go listen to every episode. My kids are listening to it, a lot of our clients are listening to it, and many folks who are not yet clients are listening too. It's a fascinating podcast. So let's talk about this issue of micromanagement. Understanding the fine line between what we call effective leadership on one hand, and micromanagement on the other, is essential for you as a business owner or key leader. That's where the concept of the Seesaw of Predictability comes in. Just imagine a seesaw in your mind. It offers a simple but powerful way to gauge whether you're leading effectively or slipping down that slope of micromanagement. To determine if you're micromanaging, ask yourself a key question—probably good to write this down: Am I asking the right question at the right time? Stop there and really meditate on that. When either of those elements is out of balance, like a seesaw, you're likely micromanaging. Let's consider some scenarios. Scenario 1: Asking the wrong question at the right time. Imagine you're in a team meeting and suddenly request sales figures from 11 years ago. While the timing might be appropriate since it's during a meeting, the question is irrelevant to the current discussion and goals. It throws people off because it's unexpected. Remember the RPMs of great leadership: Repetition, Predictability, and Meaning. Scenario 2: Asking the right question at the wrong time. Let's say you need last week's sales results. Perfectly reasonable request. However, if you text your team at 11:37 PM on a Friday demanding the information, you've crossed into micromanagement. Scenario 3: Asking the right question at the right time. You request last week's sales results during this week's sales meeting. That's spot on. This demonstrates leadership and accountability—exactly what you should be aiming for. There's a time to ask the appropriate question, and there's a time not to. If you can maintain that balance—or what we like to call rhythm—you can lead your entire business with healthy leadership practices. The goal is to equip the team with the knowledge tools they need to handle recurring challenges. By the way, that's a subtle definition of leadership: to equip people. Think of an empty toolbelt—you're giving them tools, equipping them with knowledge and skills to handle recurring problems. Because even if we “solve” a problem, it doesn't disappear forever—it often just retreats, only to reappear somewhere else. That's how chaos works. And chaos won't be fully defeated until much later in life. Additionally, you should proactively begin sharpening those tools, just like you'd sharpen a knife. Ashley and I like to cook meal kits at home. They ship you all the ingredients and make you feel like a chef. One of the first things I always do is sharpen the knife with that little post—whatever they call that. Similarly, part of leadership is proactively sharpening your tools through training and development. When you ask the right questions at the right time, it not only helps you avoid micromanagement but also empowers your team to perform at their best. You create an environment of trust, accountability, and continuous improvement. Those are all hallmarks of effective leadership. Hey, I know a lot of you have questions around this. Go to businessonpurpose.com/ask. If you're a business owner with three or more employees and doing $1M+ in revenue, our coaches reserve slots each week for a 15-minute no-strings-attached call to answer any questions you've got. We call it Ask Us Anything. Go to businessonpurpose.com/ask. To check the health of your business, visit mybusinessonpurpose.com/healthy today! SIGN UP for our Newsletter HERE➡️ https://www.boproadmap.com/newsletter For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/ LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210 SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

Your ex weaponizes restraining orders to steal your kids. Can you beat their legal game of checkers? Welcome to Feedback Friday!And in case you didn't already know it, Jordan Harbinger (@JordanHarbinger) and Gabriel Mizrahi (@GabeMizrahi) banter and take your comments and questions for Feedback Friday right here every week! If you want us to answer your question, register your feedback, or tell your story on one of our upcoming weekly Feedback Friday episodes, drop us a line at friday@jordanharbinger.com. Now let's dive in!Full show notes and resources can be found here: jordanharbinger.com/1165On This Week's Feedback Friday:A glow-up for Gabriel Mizrahi!A glow-up for Alaska Airlines!You're trapped in a custody nightmare where your ex and his new wife weaponize restraining orders, manipulate police reports, and systematically alienate you from your daughters. Can you outsmart their legal chess game before losing your children forever?You're a 62-year-old gay man married to someone you've never been physically attracted to, both secretly using Grindr, until a passionate affair forces an impossible choice. Will you risk everything comfortable for uncertain love?You left your dream job for a prestigious role with someone you admired, only to discover broken promises, micromanagement hell, and career stagnation. How do you escape when going backward isn't an option?Recommendation of the Week: Yotam Ottolenghi's cookbooks — Plenty, Flavor, and Simple.Your 21-year-old brother is hell-bent on buying a motorcycle despite being a reckless speedster with multiple tickets. Can you convince someone who thinks they're invincible that they're actually mortal?Have any questions, comments, or stories you'd like to share with us? Drop us a line at friday@jordanharbinger.com!Connect with Jordan on Twitter at @JordanHarbinger and Instagram at @jordanharbinger.Connect with Gabriel on Twitter at @GabeMizrahi and Instagram @gabrielmizrahi.And if you're still game to support us, please leave a review here — even one sentence helps! Sign up for Six-Minute Networking — our free networking and relationship development mini course — at jordanharbinger.com/course!Subscribe to our once-a-week Wee Bit Wiser newsletter today and start filling your Wednesdays with wisdom!Do you even Reddit, bro? Join us at r/JordanHarbinger!This Episode Is Brought To You By Our Fine Sponsors:BetterHelp: 10% off first month: betterhelp.com/jordanShopify: 3 months @ $1/month (select plans): shopify.com/jordanSimpliSafe: 50% off + 1st month free: simplisafe.com/jordanDeleteMe: 20% off: joindeleteme.com/jordan, code JORDANLand Rover Defender: landroverusa.comSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Micromanagement gets a bad rap—but is it always a bad thing? In this episode of Thinking Differently, we unpack what it really means to micromanage and when it's actually helpful for your team.Here's what we cover:Traits of a micromanager: Perfectionism, control, and distrust- sound familiar?When micromanagement is necessary (like onboarding new team members or troubleshooting chaos)A real-life example (Brenda's overflowing inbox situation)A simple 4-step tool to manage and delegate like a pro: IDEA Instruction Demonstrate Evaluate AssessDesk exercises: https://youtube.com/shorts/ZmK0vA5Z5Ms?si=yn81MyTdvyI0oOB1https://youtube.com/shorts/vwSl2791mU8?si=5BjnV3e1FPqllto4https://youtube.com/shorts/GCxlTIhmM7I?si=sfWTWHUyoDTYNPOChttps://youtube.com/shorts/-ctgDWgmrqk?si=TESjG6EyXEKpmgNsVisit our YouTube channel and websites, too.   * unityconsultingllc.com   * kathierotz.com * www.youtube.com/@unityconsultingllc  I look forward to connecting with you as we challenge your habits so that you are more efficient and fully empowered!⁠ https://uppbeat.io/t/infraction/tokyo-drift⁠License code: XLZKHAGCHNDDIUAGhttps://uppbeat.io/t/andrey-rossi/seize-the-day⁠License code: PRHNEXFSFF97ES9M

#164 The work Hunger Task Force (HTF) is doing is impressive. Check out these stats:    It supports 50+ food pantries,  20+ meal sites 100+ senior-serving locations locally And 150+ statewide partners via the Hunger Relief Federation   Plus, they have a farm!    A 28-acre partnership with Milwaukee County producing over 500,000 pounds of fresh produce annually, feeding the food system from the ground up.  Impressive!   Here are the highlights…make sure to have a listen!   00:00:00 – Intro + What's in Your Pint? 00:03:30 – The Hunger Task Force Origin Story 00:07:20 – How Matt Got Started 00:12:40 – A Day in the Life of a Nonprofit CEO 00:15:35 – By the Numbers: HTF's Scope and Scale 00:17:30 – The Nonprofit Landscape Right Now 00:21:15 – Keeping Morale High in a Heavy Job 00:25:30 – How Hunger Task Force Approaches Marketing 00:30:15 – Measuring What Works 00:33:30 – What People Get Wrong About Hunger Task Force 00:36:50 – The Power of Volunteers as Brand Ambassadors 00:40:15 – Advice for Small Nonprofits with No Budget 00:42:30 – Leadership Style + Superpower 00:46:10 – Walking the Line: Leadership vs Micromanagement 00:48:00 – The Farm: A Fresh Solution to a Food Desert 00:51:45 – Final Word + Call to Action Connect with Matt: https://www.linkedin.com/in/matt-king-a652284b/ Connect with Pat at: pmcgovern@ascedia.com   Before you go, please do us a favor. Take a minute and leave us a review. That's the energy that powers this supertanker!  Thanks, you're the best! Want more marketing insights? Take a look at our full lineup. This podcast is sponsored by Ascedia. A web development and digital strategy agency helping clients win in the digital space.

I've worked in and around plenty of people during my day, as I'm sure you have, that had the title of leader. And yet, the fruit of their work was a little suspect based on their title. In reality, we could call it micromanagement. But how do we know the difference? Hey, it's Scott Beebe with Business On Purpose. Let's talk about that briefly here for about four or five minutes. I think it'll be really helpful in understanding how you can motivate a team, a workforce, and keep those separate between leadership and micromanagement. Let's call it out when it is. Sometimes we just have weak moments and we get into that. But we want to be clear. Leadership is not an abstract concept; it's a practical skill—something you can hone that's essential for success in any business. As a leader, your primary role is to equip your people with the knowledge and tools they need to handle ongoing challenges and then proactively sharpen those tools through what we call the RPMs of great leadership: Repetition, Predictability, and Meaning. It's important to understand that many problems in business are actually cyclical. They're perennial. They don't disappear—they resurface over and over again. You might punch chaos in the mouth, but it just goes off into the woods and comes out the other side, deceived and dressed up in another costume. Chaos is a constant threat. It's an enemy. It hates you. And that chaos is a threat in any business and business environment. You might successfully fend it off temporarily, but eventually, it will return. Understanding that truth is key to effective leadership. Instead of hoping with your fingers crossed that problems are just going to vanish, a wise leader prepares their business to manage those recurring issues. Consider the example of a European soccer match. In fact, at the time of this recording, a champion was just crowned in the Premier League. The presence of stewards and security personnel at those events illustrates how these organizations equip themselves to handle predictable challenges. You'll see them in little yellow coats all over the stadium. We actually went and visited a top-league match in Greece just last year, and we were amazed at the number of armed guards around. Why? Because they were anticipating predictable problems. Rather than attempting to eliminate rowdy behavior entirely, they developed systems and trained personnel to manage those situations as they arise. They realize people are going to be idiots at soccer games from time to time. The scenario translates well into our business communities. As a leader, your job is to outfit your team with the right tools and knowledge to tackle recurring problems. Think of it as filling an empty tool belt for each team member. You're not just providing the tools—you're also teaching them how to use the tools and reminding them to keep those tools sharp and ready. Leadership, then, can be defined this way—ready? You may want to write this down: Leadership is the equipping of individuals with knowledge and tools to manage perennial problems, and the proactive sharpening of those tools. Notice we don't use the word solve, but manage perennial problems, while also proactively sharpening those tools. It's an ongoing cycle of RPM—preparation and improvement. Let me read it again: Leadership is the equipping of individuals with knowledge and tools to manage perennial problems and the proactive sharpening of those tools. For business owners, embracing this perspective can be super beneficial. Recognize that challenges will resurface and focus on building a team capable of managing those issues. Your role is to continually stock your team's tool belts with the right resources and ensure they know how to use them. It's important to distinguish this from micromanagement. Effective leadership empowers team members to handle problems independently using the tools and knowledge you've provided—assuming you've provided them. Micromanagement, on the other hand, involves excessive control and can hinder growth and efficiency. Usually, the person who leans toward micromanagement is the one who has never spent the time to get all the systems, processes, and methodology out of their head. Instead of laying it out and saying, “Hey, this is the ethos of the business we're building,” they try to ensure—and I've been guilty of this—that everything is done exactly their way, every time, 120%. In reality, we have a core value called 85/15. The business provides 85%, but we need you to fill in the gap of the 15%. That's more leadership through RPMs: Repetition, Predictability, and Meaning. When you adopt this leadership style—the RPM leader—you create a resilient organization capable of navigating the recurring challenges of your industry. Hey, it's real simple. If you want to hop on a 15-minute call with one of our coaches to talk about this—because you're struggling with the difference between leadership and micromanagement—do it. Go to businessonpurpose.com/ask. Each one of our coaches has set aside a few minutes each week for these conversations. And if you want to know how you can work with us, just ask—we'll tell you. businessonpurpose.com/ask To check the health of your business, visit mybusinessonpurpose.com/healthy today! SIGN UP for our Newsletter HERE➡️ https://www.boproadmap.com/newsletter For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/ LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210 SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

Lightning Round:  Top 10 Ways to Boost Your Confidence Question: Felipe asks on Spotify, “I have a quick question. I have started in a new job in mid-February for introduction of a new product in the market and cooperate with a coworker who is the Team Leader of the project (we both report to the same boss). My colleague is calling me every day to ask my plan of the day, if I will have a visit with the customer, how many projects I have created. I do not mind being accountable, but I do not know if it is productive everyday reviewing of my job. What you think?” Book: Sales Management Simplified by Mike Weinberg  

In this enlightening "snack episode," host Miranda Dorta turns the mic around to interview Tracy Cherpeski about the critical connection between leadership approaches and healthcare practice success. Tracy reveals how healthcare providers often exhibit confidence in clinical settings but struggle with business leadership, sharing practical insights on adapting leadership styles while maintaining authenticity. She introduces the concept of "changing hats" to help practitioners mentally transition between clinical and leadership roles, and emphasizes that micromanagement isn't always negative when applied strategically. Tracy's most impactful leadership tip? The power of the pause—what she calls "WAIT" (Why Am I Talking?)—allowing leaders to respond thoughtfully rather than reactively.  Episode Highlights:  The pattern Tracy observed in healthcare providers: confidence in clinical delegation but timidity in business leadership  How practitioners can transfer clinical skills to leadership while knowing which habits to "surgically remove"  The cognitive trick of "changing hats" to help the brain switch between clinical and leadership mindsets  Why micromanagement isn't always negative and when it might be necessary  The most powerful leadership adjustment: learning to pause before reacting  Memorable Quotes:  "Sometimes their business model is to hope for the best."  "Leadership doesn't mean knowing everything. It doesn't mean being in command or control of every single thing."  "Micromanagement - it's not a four-letter word, but it sounds like it could be."  "If you take your hands off, not abdicate your responsibility for success, but take your hands off and let them do their work, they will rise to the occasion."  "We call it WAIT. It's an acronym. Why Am I Talking?"  Miranda's Bio:  Miranda Dorta, B.F.A. (she/her/hers) is the Manager of Operations and PR at Tracy Cherpeski International. A graduate of Savannah College of Art and Design with expertise in writing and creative storytelling, Miranda brings her skills in operations, public relations, and communication strategies to the Thriving Practice community. Based in the City of Oaks, she joined the team in 2021 and has been instrumental in streamlining operations while managing the company's public presence since 2022.   Tracy's Bio:  Tracy Cherpeski, MBA, MA, CPSC (she/her/hers) is the Founder of Tracy Cherpeski International and Thriving Practice Community. As a Business Consultant and Executive Coach, Tracy helps healthcare practice owners scale their businesses without sacrificing wellbeing. Through strategic planning, leadership development, and mindset mastery, she empowers clients to reclaim their time and reach their potential. Based in Chapel Hill, NC, Tracy serves clients worldwide and is the Executive Producer and Host of the Thriving Practice podcast. Her guiding philosophy: Survival is not enough; life is meant to be celebrated.  Connect With Us:  Be a Guest on the Show  Thriving Practice Community  Schedule Strategy Session with Tracy  Tracy's LinkedIn  Business LinkedIn Page 

In this episode of Connected Leadership Bytes, we go back to the archive to revisit a conversation with human potential expert Nikki Bush who joined Andy Lopata to explore the challenges and opportunities of leading in a hybrid world. Nikki highlights how leaders often fall into the trap of over-scheduling meetings, leading to burnout and reduced productivity. She emphasises the importance of high-touch leadership—deep listening, emotional presence, and building trust through intentional one-on-one conversations. Their discussion also touches on the rise in micromanagement post-pandemic, driven by fear and uncertainty, and how slowing down, asking better questions, and creating space can transform team dynamics. Nikki advocates for separating social and process-based meetings, using flexible communication tools, and maintaining emotional connection in virtual environments. She also stresses the value of in-person gatherings to rebuild trust and alignment within teams. Nikki's insights show that hybrid leadership is an ongoing experiment requiring adaptability, empathy, and clarity in communication. Key Takeaways: 1. Avoid Meeting Overload: Too many long or unnecessary meetings reduce productivity 2. High-Touch ≠ Physical Touch: Emotional presence, deep listening, and authentic connection define empathetic leadership. 3. Micromanagement is Fear-Based: Trust your team and focus on outcomes, not control. 4. Separate Social & Process Meetings: Create distinct spaces for relationship-building and task execution. 5. In-Person Still Matters: Regular face-to-face interactions help break down misperceptions and rebuild team cohesion. SELECTED LINKS FROM THE EPISODE Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube Connect with Nikki Bush: LinkedIn | Website   The Financial Times Guide to Mentoring Episode Featuring Nikki Bush  

Send us a textHave you ever worked with someone who needs to control every detail, review every document, and be involved in every decision? Or perhaps you recognize these tendencies in yourself? The dangers of micromanaging go far beyond just annoying your team—they strike at the heart of effective leadership and organizational health.Drawing from the timeless wisdom of Lord Acton's famous quote, "Power tends to corrupt, and absolute power corrupts absolutely," this episode explores how even the most well-intentioned leaders can fall prey to the toxic allure of control. We examine how alpha personalities often slide into micromanagement, convincing themselves it's necessary while actually revealing deeper issues around power, trust, and narcissistic tendencies.The biblical story of Moses serves as a powerful case study in recognizing and overcoming micromanagement. When Moses' father-in-law Jethro observed him personally handling every dispute from morning until evening, he didn't mince words: "You will wear yourself out." His solution—delegation through a structured leadership system—saved both Moses and the community he led. What's remarkable isn't just the advice but Moses' humility in accepting it despite his extraordinary authority.Micromanagers create devastating consequences: they kill creativity, steal time from themselves and others, elevate perfection over progress, and strip team members of their sense of worth. As we explore these effects, we uncover the truth that no leader is omnipresent or omnipotent—and those who try to be "everywhere at once" ultimately fail themselves and those they lead. The solution lies not in tightening control but in building systems and people who can thrive with distributed authority.Whether you're leading a corporation, a household, or simply working within a team, this episode offers crucial insights on why letting go creates more power, not less. Subscribe now and learn how to recognize and overcome the micromanagement trap before it undermines everything you're trying to build.Support the showYou can support this show via the link below;https://www.buzzsprout.com/1718587/supporters/new

Micromanagement isn't about control—it's about fear. This episode unpacks the emotional root of micromanaging and shows you how to lead with trust instead of tension. You'll learn seven simple mindset shifts that help you empower your team without losing your standards.You can't lead from exhaustion. But with the right shifts, you can rebuild trust, boost performance, and stop micromanaging yourself into the ground.

Do you find yourself quickly offering solutions when team members or family members come to you with problems? While this approach may feel helpful, it often robs others of the opportunity to develop their own problem-solving abilities.In the latest episode of Lead Together, Nick and Kim Bogardus explore how coaching skills—typically associated with professional development—can transform your effectiveness in all relationships, from the boardroom to the living room.How you can support us:• Leave us a 5-star review on iTunes or Spotify• Share this episode with a friend• Send a question for a future Office Hours episodeYou can work with us at Relational Leadership.

Micromanagement can feel like you're doing the right thing, but often it's a hidden form of self-sabotage that stifles growth and drains your energy. In this episode, we're diving deep into the pitfalls of micromanagement with Mickie Kennedy, Founder and President of eReleases, a leader in press release distribution with 26 years of experience helping small businesses boost their visibility and credibility. Mickie candidly shares his journey from a "recovering micromanager" to a leader who empowers his team, revealing how stepping back and trusting his employees not only transformed his company culture but also significantly fueled its growth. Get ready for valuable insights and practical tips on how to recognize micromanaging tendencies and shift towards a more effective and empowering leadership style.Love the show? Subscribe, rate, review, and share! https://pennyzenker360.com/positive-productivity-podcast/

The Micromanagement Trap: How Service Providers Become Their Own Marketing Bottleneck!

Blaire LaCorte is a visionary business leader renowned for transforming industries and cultivating relentless growth. As the CEO of Loomis and former CEO of XOJET, Blaire has built his reputation on turning challenges into opportunities, scaling businesses through strategic innovation, and building strong, purpose-driven cultures. Known for his deep curiosity and people-first leadership style, Blaire has guided both turnarounds and high-growth companies by empowering teams, embracing change, and prioritizing authenticity and respect in every interaction. His unique perspective comes from a lifetime of learning, both in business and personal development, making him a sought-after coach and mentor for executives worldwide. Key Takeaways: People Are the Heart of Every Business: No matter how innovative the technology or groundbreaking the ideas, true success hinges on people working together effectively and building the right culture. Strategy Is About Saying ‘No’: While brainstorming welcomes all ideas, effective strategy means making tough decisions, focusing on what matters most, and aligning your team around those priorities. Growth Requires Discomfort and Change: Leaders must create environments where teams are challenged, sometimes by “moving the stool” and letting people stand on their own, learning through failure, and being held accountable. Sound Bites: “Brainstorming is about saying yes. Strategy is about saying no.” “If you assume everybody is stupid when you come in, then they will assume that you're stupid and that you don't see them.” “I can help someone up, but I can't hold them up. If I continue to help you too much and I hold you up, your legs don't get strong.” Quote by Mick: “I tell people all the time and if you listen to the show, you know I say, culture is a four letter word—C, A, R, E. And if you're a business leader, you don't necessarily lead the business, you lead the culture, and the culture is what drives the business.” Connect & Discover Blair: LinkedIn: https://www.linkedin.com/in/blair-lacorte-68084/ Facebook: https://www.facebook.com/blair.lacorte Website: https://www.aeye.ai/ Website: https://bootstraplabs.com/community/blair-lacorte/ FOLLOW MICK ON:Instagram: https://www.instagram.com/mickunplugged/ Facebook: https://www.facebook.com/mickunplugged/ YouTube: https://www.youtube.com/@mickunplugged LinkedIn: https://www.linkedin.com/in/mickhunt/Website: https://www.mickhuntofficial.com Apple: https://podcasts.apple.com/us/podcast/mick-unplugged/See omnystudio.com/listener for privacy information.

Send us a textEver find yourself buried in work that technically isn't even your job anymore? You know you should delegate, but somehow, it feels easier (or safer) to just do it yourself. Sound familiar?In this episode, we're flipping the script on delegation. Because real leadership isn't about doing everything—it's about making sure everything gets done.We'll cover: ✔ Why delegation feels so hard (and how to get over it) ✔ The #1 mindset shift that makes letting go easier ✔ How to ask the right questions before delegating ✔ What to do when your team is junior, stretched thin, or error-prone ✔ Why mistakes will happen—and why that's actually a good thingIf you're tired of being overwhelmed and ready to step into true leadership, this one's for you.If this hits home, DM me on Instagram @leadwithlevity or LinkedIn @ https://linkedin.com/in/leadwithconfidenceSupport the showDid you have any lightbulb moments while listening? Share it with us on Instagram @leadwithlevity or visit our website leadwithlevity.com so we can talk about it!

Leadership isn't built in boardrooms—it's forged in the ER, on combat missions, and in the quiet moments when no one's watching. In this high-impact episode of Productivity Smarts, host Gerald J. Leonard sits down with Dr. Josh McConkey—emergency physician, U.S. Army Colonel, and author of Be the Weight Behind the Spear. Drawing from 23 years of military leadership and frontline medicine, Dr. McConkey reveals how his "weight behind the spear" philosophy can transform passive contributors into high-performance leaders, even in chaotic environments. From harrowing Iraq war stories to the ER's opioid crisis frontline, Dr. McConkey shares riveting lessons on accountability, resilience, and adaptive leadership. Discover why NASA's 26-year-old mission controller succeeded (and what today's leaders can learn from it), how to replace micromanagement with ownership, and why "complacency kills" in business and life. Packed with raw anecdotes and actionable frameworks, this episode is a masterclass in leading with purpose—whether you're steering a team, a family, or your own career.   What We Discuss [00:05] Introduction to Dr. Josh McConkey [07:00] Leadership ethos explained [09:03] Productivity mindset shift [10:41] Youth confidence and leadership [11:45] The space race analogy [13:14] The story of Stephen Bales [18:04] Mental health crisis and impact of drug addiction [20:22] Hidden productivity killers [23:08] Focus on solutions [25:51] Adapting to change [27:32] AI in medicine [29:01] Learning more about Dr. McConkey   Notable Quotes [4:58] "If you're not making a difference, then you're wasting your time." — Dr. Josh McConkey   [7:00] "Be the Weight behind the Spear. That's my personal leadership ethos... That tip of the spear means nothing if you don't have a significant weight in those people behind you." — Dr. Josh McConkey   [16:58] "Standards, not rules. I give my intent, this is what I need to happen for us to be successful... If you're having to micromanage somebody, then you probably make another decision." — Dr. Josh McConkey   [25:51] "Complacency kills. It kills in business. It kills on the battlefield... You have to find a way to adapt and overcome." — Dr. Colonel Joshua McConkey   Resources Dr. Josh McConkey Website: https://www.joshmcconkey.com/ YouTube: https://www.youtube.com/channel/UCSQ7OpDAy4hr3doGNtqwtcA LinkedIn: https://www.linkedin.com/in/josh-mcconkey-md/ Facebook: https://www.facebook.com/JoshMcConkeyForCongress Book: Be The Weight Behind The Spear Productivity Smarts Podcast Website - productivitysmartspodcast.com Gerald J. Leonard Website - geraldjleonard.com Turnberry Premiere website - turnberrypremiere.com Scheduler - vcita.com/v/geraldjleonard   Kiva is a loan, not a donation, allowing you to cycle your money and create a personal impact worldwide. https://www.kiva.org/lender/topmindshelpingtopminds  

www.YourHealth.orgwww.SCHomeRx.comwww.thedisruptedpodcast.comwww.experiencinghealthcare.com www.YourHealth.Org

Penny Zenker is a serial founder, sought-after speaker, bestselling author, and former C-Suite executive of a global top five market research company who now helps entrepreneurs and executives at firms large and small, including Deloitte, Pfizer, SAP and Samsung solve complex problems and find alignment to accelerate business growth. Over the past three decades, she has built and sold multiple multimillion-dollar companies—including the award-winning tech firm Smart Moves she founded and sold to a French company. Penny is also a Tony Robbins Business Coach helping companies double and triple businesses and her TEDx, “The Energy of Thought,” has had over 1 million views worldwide.

Kelly connects with CEO Wes Adams and Professor Tamara Myles about their new book, “Meaningful Work: How to Ignite Passion and Performance in Every Employee.”  “Trust at work – like in improv – is the oil that keeps the gears turning smoothly.”  “Storytelling can be a powerful tool to create belonging.”  “Micromanagement is a meaning […]

Marina Lazovic: How Limiting Work-in-Progress Saved a Struggling Agile Team Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Marina shares the story of a small team of three developers who were struggling with multiple challenges. The team was primarily working on front-end fixes but faced persistent environment issues that kept breaking their work. Under pressure from a Product Owner pushing for delivery, the team fell into the trap of working on too many things simultaneously, resulting in items staying perpetually "in progress" and never reaching "done." As the situation deteriorated, the PO began micromanaging the team in attempts to unblock work. Marina explains how she helped the team understand the value of limiting work-in-progress (WIP), even when initially both developers and the PO were resistant to the idea. Through experimentation over several sprints, they discovered that limiting WIP actually increased their completion rate rather than reducing it. Self-reflection Question: What work-in-progress limits might benefit your current team, and how could you experiment with implementing them in a way that addresses stakeholder concerns? Featured Book of the Week: The Five Dysfunctions of a Team Marina recommends "The Five Dysfunctions of a Team" as an essential read for Scrum Masters. She describes it as a book filled with valuable lessons and examples that she could easily identify in her workplace. Marina finds particular value in sharing the concepts with her teams and using the book as a framework to discuss dysfunction patterns they might be experiencing. The practical examples provided in the book serve as excellent conversation starters to help teams recognize and address their own challenges. About Marina Lazovic Marina is a Scrum Master and Kanban Trainer from Belgrade, Serbia, with nearly a decade in the IT industry. Though not from a technical background, she is passionate about helping development teams and organizations optimize processes and build great products using Agile. She thrives on driving efficiency and fostering collaboration. You can link with Marina Lazovic on LinkedIn.

People aren't born great leaders. They learn to become great leaders.For Brian Chesky, the learning never stops. As the co-founder of Airbnb, he had to transition from an impassioned entrepreneur with a brilliant idea into a CEO responsible for thousands of employees. To make the hard decisions necessary for Airbnb to survive the COVID pandemic, a cataclysmic event for the travel industry, Brian had to lean into the skills and thinking he'd learned and practiced for over a decade of leadership.I've watched Brian grow as a leader for years, and so I was delighted to sit down with him for a conversation on what people get wrong about great leadership. He shares with me the difference between micromanagement and “eyes on” leadership, why leaders should fight the instinct to be liked, and why an existential crisis is the best thing to put a company's values to the test.This…is A Bit of Optimism.For more on Brian and his work, check out:airbnb.com