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6 episodes with Micromanagement
4 episodes with Micromanagement
3 episodes with Micromanagement
2 episodes with Micromanagement
4 episodes with Micromanagement
2 episodes with Micromanagement
4 episodes with Micromanagement
2 episodes with Micromanagement
2 episodes with Micromanagement
In this episode of Grow Think Tank, I explore the biggest ceo mistakes frequently make that can hinder their long-term success. Drawing from my experience as a CEO coach, I highlight the importance of leadership cultivation within teams and the detrimental effects of being too central to the business's value. I discuss how founder-led companies often face lower valuations and emphasize the need for delegation and empowerment to foster team ownership. I address how the instinct to control can lead to micromanagement, ultimately alienating high performers. Finally, I stress the significance of recognizing blind spots for effective leadership. Listeners are invited to my free training session to delve deeper into these strategies for overcoming common CEO challenges and enhancing growth. Biggest CEO Mistakes Being the Most Important Person Outworking the Problem Holding onto Control Being the Most Important Person In this episode of Grow Think Tank, I delve into the critical mistakes CEOs often make that can undermine long-term success. One of the first and most common is believing you must be the most important person in the business. If everything revolves around you, your company is likely less valuable than it could be. Research shows that founder-led businesses often receive a 30% lower valuation compared to those that run independently of their founders. Why? Businesses that rely too heavily on a single leader don't scale well and aren't attractive to investors or buyers. As a CEO coach, I help leaders step out of the spotlight and develop leadership within their teams. Creating value means building a company that thrives without you at the center, where leadership is distributed and the organization is resilient beyond one individual. Outworking the Problem In the early stages of a company, CEOs often get by through sheer effort. You face a problem, and you work harder. But as the business grows, this “outworking the problem” mindset becomes a liability. It's a mistake to think hustle alone will solve scaling challenges. Eventually, this leads to burnout, bottlenecks, and a team that doesn't grow because you're still doing all the heavy lifting. Instead, the focus must shift toward delegation and empowerment. Leadership is not about doing more; it's about enabling others to take ownership. This transition is where many founders struggle, but it's also where true growth begins. Holding onto Control Finally, we address a trap that many founders fall into: holding onto control for too long. In the early days, this level of control can help maintain quality and speed. But as your business scales, that same control can strangle progress. Micromanaging alienates high performers and slows innovation. I've seen it time and time again: capable leaders leave because they aren't trusted, and the company plateaus. Growth requires trust and trust means letting go. Transitioning from founder to CEO demands a shift in mindset. You have to evolve from being the person doing everything to the person who builds the team that does everything. That shift is hard but absolutely necessary. Final Thought If you're serious about becoming the kind of leader your growing company needs, it starts with identifying these blind spots. Throughout this episode, I share insights, experiences, and strategies to help you make the shift from founder to CEO. Join me in a free training session where we go deeper into each of these mistakes and how to overcome them so you can lead with intention and scale your business the right way.
In this episode, the hosts discuss various topics including updates on Dave's softball playoffs, the upgrade to in cab camera technology in delivery trucks, the implications of a scan less delivery function, and the challenges posed by COD brokerage fees. They also delve into a humorous discussion about the term 'smut' and its unexpected relevance in their lives, culminating in a preview of an upcoming championship game. www.patreon.com/aitdpod https://discord.gg/hm8WMUKVF8 Chapters 00:00 Patreon Shoutout and Episode Introduction 02:16 Softball Playoffs and Camera Updates 05:15 Vacation Plans and Work-Life Balance 08:19 Camera Updates and Micromanagement in Delivery 11:18 Scanless Delivery Function and Write-Up Concerns 14:00 COD Brokerage Fees and Recent Experiences 27:27 The Evolution of Payment Methods 29:59 Navigating Brokerage Fees and Customer Interactions 31:03 Discovering the Meaning of 'Smut' 39:42 Softball Playoffs and Competitive Spirit 47:37 Looking Ahead: Upcoming Events and Personal Goals Takeaways Patreon support is crucial for the podcast's success. Softball playoffs can be unpredictable and exciting. New camera technology in delivery trucks raises concerns about micromanagement. Scan less delivery functions are being implemented with varying levels of enforcement. COD brokerage fees can create challenges for delivery drivers and customers alike. The term 'smut' has a humorous and unexpected context in the conversation. The hosts share personal experiences related to their jobs and hobbies. The camaraderie among the hosts enhances the listener's experience. Upcoming events like hockey season and personal milestones are exciting. The importance of community and engagement through platforms like Discord. THE OPINIONS EXPRESSED OR VIEWS EXPRESSED ON THIS PODCAST ARE THOSE OF THE HOSTS AND GUESTS AND DO NOT NECESSARILY REFLECT ANY DELIVERY COMPANY
Tom Molenaar: When Product Owners “Eat the Grass” for Their Teams 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 Vision Catalyst "This PO had the ability to communicate the vision and enthusiasm about the product, even I felt inspired." Tom describes an exceptional Product Owner who could communicate vision and enthusiasm so effectively that even he, as the Scrum Master, felt inspired about the product. This PO excelled at engaging teams in product discovery techniques, helping them move from merely delivering features to taking outcome responsibility. The PO introduced validation techniques, brought customers directly to the office for interviews, and consistently showed the team the impact of their work, creating a strong connection between engineers and end users. The Bad Product Owner: The Micromanager "This PO was basically managing the team with micro-managing approach, this blocked the team from self-organizing." Tom encountered a Product Owner who was too controlling, essentially micromanaging the team instead of empowering them. This PO hosted daily stand-ups, assigned individual tasks, and didn't give the team space for self-organization. When Tom investigated the underlying motivation, he discovered the PO believed that without tight control, the team would underperform. Tom helped the PO understand the benefits of trusting the team and worked with both sides to clarify roles and responsibilities, moving from micromanagement to empowerment. In this segment, we refer to the book “Empowered” by Marty Cagan. Self-reflection Question: How do you help Product Owners find the balance between providing clear direction and allowing team autonomy? [The Scrum Master Toolbox Podcast Recommends]
In this episode, Molly guides listeners through the shift from overwhelm to ownership. She unpacks the hidden costs of micromanagement, the loss of visionary space, and the personal and professional bottlenecks that hold leaders back. With practical exercises and bold goal-setting strategies, Molly will lay the foundation for hiring a true strategic partner who empowers your visionary path. Key Takeaways: Identify personal and professional bottlenecks to regain leadership clarity and focus on visionary tasks. The importance of defining big, audacious personal and professional goals to guide your leadership journey. Conduct a comprehensive time audit over two weeks to pinpoint energy-draining tasks and unearth hidden bottlenecks. Transform bottlenecks into opportunities for delegation and improved strategic leadership. Craft a job role and ad for an executive assistant that aligns with your visionary leadership needs and bottlenecks. Quote for the Show: "If your EA or team stepped up and owned all your bottlenecks, what would your new role look like? Begin to dream about that." - Molly McGrath Links: Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/VPj0RokLzkI
digital kompakt | Business & Digitalisierung von Startup bis Corporate
Micromanagement wurzelt selten im Unvermögen des Teams, sondern in alten Mustern, verletzten Anteilen und der Angst, Kontrolle zu verlieren. Vanessa Laszlo zeigt, warum viele Führungskräfte sich zwischen Überverantwortung und Schmerzvermeidung verlieren und wie Überleistung als Schutzmechanismus wirkt. Einstieg in Delegation verlangt mehr als neue Tools – erst die Auseinandersetzung mit eigenen Grenzen und Wunden macht nachhaltigen Wandel möglich. Für alle, die Leistung neu deuten möchten. Du erfährst... ...wie Vanessa Laszlo emotionale Wunden als Karriere-Chance sieht. ...warum Micromanagement oft aus Angst vor Kontrollverlust entsteht. ...wie du durch Delegation Raum für strategisches Denken schaffst. ...warum Overachieving nicht gleich Peak Performance bedeutet. ...wie du mit der Skill-Will-Hill-Matrix Aufgaben effektiv delegierst. __________________________ ||||| PERSONEN |||||
SummaryIn this episode of the 3 Pillars podcast, Chase Tobin discusses the ninth leadership principle: developing a sense of responsibility in subordinates. He emphasizes the importance of building ownership within teams, clear communication of intent, and the dangers of micromanagement. Through practical examples and strategies, Tobin outlines how leaders can empower their subordinates, recognize initiative, and foster a culture of responsibility. The conversation culminates in a call to action for leaders to trust their teams and create an environment where individuals can thrive and take ownership of their roles.Chapters00:00 Introduction to Leadership Principles06:23 Ethical, Tactical, and Practical Aspects of Responsibility11:26 Opportunities for Growth and Leadership16:00 Correcting Errors and Providing Guidance22:05 Conclusion and Call to ActionSUBSCRIBE TO THE NEW PODCAST CHANNEL HERE: https://www.youtube.com/@3PillarsPodcast Takeaways-Developing responsibility in subordinates is crucial for effective leadership.-Leaders must build ownership in their teams, not just create order takers.-Clear communication of intent is essential for empowering subordinates.-Recognizing initiative and rewarding it fosters a culture of responsibility.-Correcting errors privately encourages growth without humiliation.-Micromanagement stifles initiative and overburdens leaders.-Leaders should provide opportunities for subordinates to lead.-Accepting honest mistakes as learning opportunities is vital.-Physical and mental fitness are key to effective leadership.-Leadership is an act of stewardship, treating subordinates with dignity.God bless you all. Jesus is King. “But God commendeth his love toward us, in that, while we were yet sinners, Christ died for us.” Romans 5:8 KJVI appreciate all the comments, topic suggestions, and shares! Find the "3 Pillars Podcast" on all major platforms. For more information, visit the 3 Pillars Podcast website: https://3pillarspodcast.comDon't forget to check out the 3 Pillars Podcast on Goodpods and share your thoughts by leaving a rating and review: https://goodpods.app.link/3X02e8nmIub Please Support Veteran's For Child Rescue: https://vets4childrescue.org/ Join the conversation: #3pillarspodcast
In this episode of The WorkWell Podcast™, Jen Fisher speaks with Mita Mallick, leadership expert and author of "The Devil Emails at Midnight: What Good Leaders Can Learn from Bad Bosses." Mita shares powerful stories from her own experiences with toxic leadership and reveals how she learned to recognize—and address—her own bad boss behaviors.Episode Highlights:The origin story behind the provocative title and how a flooded childhood home led to discovering a "burn book" of bad bosses13 types of toxic bosses including "The Sheriff" who refused to learn her name and renamed her "Mohammed," and "Medusa" who ruled through fear and public humiliationThe three moments when bad boss behavior emerges: external marketplace stress, absorbing behaviors from your own bad boss, and personal life catastrophesWhy bad bosses aren't born, they're made and how grief, trauma, and unprocessed emotions show up in leadershipThe midnight email phenomenon and why normalizing around-the-clock work expectations is unsustainable and counterproductiveHow fear-based leadership drives short-term results but destroys long-term productivity through turnover, disengagement, and organizational damageThe shame and power dynamics that keep people trapped in toxic workplace relationshipsSelf-reflection strategies for recognizing your own bad boss behaviors including career journaling and asking for coaching (not feedback)The importance of vulnerability in leadership and creating psychological safety for teams to discuss grief, personal struggles, and workplace challengesQuotable Moments:"Names were given to us by someone who had big hopes and dreams for us. Let that sit in. That's who someone named you. And so think about the promise of what your life is to be. And someone can't respect you by saying your name correctly." - Mita Mallick"Your culture becomes defined by the worst behavior you tolerate." - Mita MallickResources:Book: Order "The Devil Emails at Midnight: What Good Leaders Can Learn from Bad Bosses" by Mita MallickAvailable at Amazon, Barnes & Noble, and local independent bookstores
In this episode of The WorkWell Podcast™, Jen Fisher speaks with Mita Mallick, leadership expert and author of "The Devil Emails at Midnight: What Good Leaders Can Learn from Bad Bosses." Mita shares powerful stories from her own experiences with toxic leadership and reveals how she learned to recognize—and address—her own bad boss behaviors.Episode Highlights:The origin story behind the provocative title and how a flooded childhood home led to discovering a "burn book" of bad bosses13 types of toxic bosses including "The Sheriff" who refused to learn her name and renamed her "Mohammed," and "Medusa" who ruled through fear and public humiliationThe three moments when bad boss behavior emerges: external marketplace stress, absorbing behaviors from your own bad boss, and personal life catastrophesWhy bad bosses aren't born, they're made and how grief, trauma, and unprocessed emotions show up in leadershipThe midnight email phenomenon and why normalizing around-the-clock work expectations is unsustainable and counterproductiveHow fear-based leadership drives short-term results but destroys long-term productivity through turnover, disengagement, and organizational damageThe shame and power dynamics that keep people trapped in toxic workplace relationshipsSelf-reflection strategies for recognizing your own bad boss behaviors including career journaling and asking for coaching (not feedback)The importance of vulnerability in leadership and creating psychological safety for teams to discuss grief, personal struggles, and workplace challengesQuotable Moments:"Names were given to us by someone who had big hopes and dreams for us. Let that sit in. That's who someone named you. And so think about the promise of what your life is to be. And someone can't respect you by saying your name correctly." - Mita Mallick"Your culture becomes defined by the worst behavior you tolerate." - Mita MallickResources:Book: Order "The Devil Emails at Midnight: What Good Leaders Can Learn from Bad Bosses" by Mita MallickAvailable at Amazon, Barnes & Noble, and local independent bookstores
In this episode of the Persistence Playbook, host Brett McDermott sits down with acclaimed writer and speaker Minda Harts to uncover the secrets to building a thriving workplace culture. Why is trust the most valuable currency for modern leaders? Minda introduces her revolutionary "Seven Trust Languages" framework, giving you the playbook to defeat workplace resistance and empower your team to do their best work.Whether you're a seasoned executive or a solopreneur aiming to grow, this is a must-listen on how to create a foundation of trust that drives productivity and retention.Key TakeawaysTrust is a global language—it's as important in the workplace as it is in your personal life.Micromanagement and a lack of transparency can quickly erode trust, creating anxiety and ambiguity for employees.The power of specificity: Acknowledging an employee's contributions with specific, heartfelt praise is a free and effective way to build morale.Leaders must demonstrate, not just declare their values, backing up their words with consistent actions.Workplace trauma can occur when employees feel unsafe, unseen, or blocked from growth.
“We see so often the Peter Principle play out… What we really need in today's world are unblockers of work.” — Liz GulliverIn this debrief, Jerome and Julienne reflect on Liz Gulliver's insight that many managers are promoted for technical expertise but left unsupported in learning how to lead people. The result? Micromanagement, lost trust, and teams held back instead of propelled forward.They explore how shifting from “directors of work” to “unblockers of work” can transform leadership today—by creating psychological safety, encouraging authentic conversations, and modeling humanity through shared stories.You'll Hear:– From Micromanagers to Unblockers – Why leadership isn't about correcting every formula or cell, but asking “What's holding you back?”– Learning by Observation – How watching leaders model authenticity, vulnerability, and risk-taking is more powerful than any handbook.– The Role of Storytelling – Why sharing personal challenges and lessons builds trust and motivates teams beyond metrics and KPIs.– Supporting New Leaders – How HR, peers, and mentors can help those promoted from technical roles navigate the shift to people leadership.Narativ's online course in partnership with New Mexico State University Global Campus:Lead With Your Story (self-paced, on-demand course)Podcast listeners get 25% off - Use code NARATIV → Register Here Learn more about how to leverage Narativ's storytelling method for your pitch and sales team: Download our free e-book, or you're welcome to schedule a free 15-minute call with Jerome. Please join our mailing list to stay updated on all our latest episodes and events. EMAIL Jerome@narativ.comLINKEDIN https://www.linkedin.com/company/narativ-incTWITTER @narativBuy Julienne's book here
Micromanagement silently undermines leadership, team performance, and innovation. In this episode, we explore six hidden costs of micromanaging and reveal how leaders can shift from control to trust. Learn why over-involvement stifles initiative, creates dependency, and drives top talent away—and how fostering ownership can boost engagement, growth, and results. If you're a corporate leader, manager, or consultant seeking actionable strategies for high-performing teams and sustainable leadership, this episode offers practical insights to transform your leadership style. Tune in now to discover how trust and empowerment can redefine your organisation's success.
In this episode, Lauren unpacks how nervous system regulation shapes workplace culture. She explains how stress and micromanagement spread through teams, and why leaders who model calm can shift an entire organization. Lauren also shares simple rituals like intentional meeting openings, midday resets, and predictable rhythms that help teams move from survival mode to thriving together.Sign up for the University of Pennsylvania Behavior Breakthrough Accredited CourseOther related resources from Five Ives: Blog Post: Why Traditional Employee Wellness Programs Fail (And What Works Instead)Survive Mode: Recognizing When Your Organization is in CrisisWhat are the Five Ives?Podcast:No Off Switch: Why Regulation Belongs in All Your Roles"Why Wasn't I Good Enough?": Walking Away From What Wasn't Meant For YouCan't Sleep, Can't Think? Resetting Rhythms That Rule Your DayTaming Transitions: Tiny Rituals That Calm Big ShiftsSpaces that RegulatePart 2: Regulation in the Real WorldPart 1: Regulation in the Real WorldHow to Get Kids to Cooperate without Power StrugglesWhat Happens When Consequences BackfireHelping Children Catch your Calm with Nervous System RegulationPart 2: Behavior isn't the ProblemHive- The Last Stage of the Five IvesThrive- The Fourth Stage of the Five IvesStrive- The Third Stage of the Five IvesRevive- The Second Stage of the Five IvesSurvive- The First Stage of the Five IvesOur Online Programs: Behavior BreakthroughPolicing Under PressureBoard Governance TrainingUniversity of Pennsylvania Behavior Breakthrough Accredited CourseSubscribe to our mailing list and find out more about Stress, Trauma, Behavior and the Brain!Check out our Facebook Group – Five Ives!Five Ives Website websiteThe Behavior Hub blogIf you're looking for support as you grow your organization's capacity for caring for staff and the community, we would love to be part of that journey. Schedule a free discovery call and let us be your guideAs an Amazon Associate, I earn from qualifying purchases.
Fuzzy goals, misaligned cultural values, and the allure of shiny object syndrome holds even the best entrepreneurs back. So what's the secret to success?David Greer's strategic one-page plans! Coach and facilitator of strategic planning, David coaches high-performing business owners to get unstuck, rekindle the joy of their business, and get crystal-clear on their goals. Backward-engineered from the future, the plans become a comforting quarterly rhythm that keeps business owners fully focused on their dreams.We explore his one-page plans, how to set better goals, and why David's 16 years of sobriety is his single biggest achievement in life. A daily commitment to show up in presence and honesty, and a beautiful reminder of what's possible when we stick to the plan!Find out about:What one-page strategic plans are and why every business owner needs oneHow to set crystal-clear goals that are tangible and measurableThe power of aligning and attracting a team on shared cultural valuesWhy niching down in your facilitation field amplifies impact and attracts the right clientsDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Connect to David Greer:LinkedInWebsiteShare your thoughts about our conversation!Support the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!
Ett samtal om framtidens ledarskap med Daniel Montan (Älskar måndagar). Vi pratar hur du bygger starka team med frihet + ansvar, tydliga ramar/spelplan istället för kontroll, och varför output slår närvarokrav. Daniel utmanar också fixeringen vid det stora ”WHY” och visar hur man hittar mening i vardagen och njuter resan.• Praktiska verktyg för självledarskap och kultur som håller• Så undviker du micromanagement – och vad du gör i stället• Remote/hybrid som faktiskt funkar (kommunikation, en fysisk dag/vecka, relationer)• Rekrytera och leda för ansvarsförmåga och resultat• Personliga insikter om stress, rutiner och bonusföräldraskap – och hur de översätts till ledarskapGäst: Daniel Montan — programledare för Älskar måndagarProgramledare: Robert EdvardssonGilla / Kommentera gärna - vad tycker du?
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
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.
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
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
Take Back Time: Time Management | Stress Management | Tug of War With Time
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/
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.
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