Podcasts about Micromanagement

Your Team Doesn't Need a Boss, They Need a Human with Selena RezvaniIn this episode of The WorkWell Podcast™, Jen Fisher speaks with Selena Rezvani, Wall Street Journal bestselling author and Forbes-named premier expert on standing up for yourself at work. Selena returns to the podcast to discuss her latest book, "Quick Leadership: Build Trust, Navigate Change, and Cultivate Unstoppable Teams." Drawing from her personal experience losing her workaholic father at age 13 and years of coaching leaders behind closed doors, Selena shares practical, actionable strategies for becoming the kind of leader people want to follow—without sacrificing your humanity or health.Episode Highlights:The shocking statistic: Your manager influences your mental health on par with your spouse—more than your doctor or therapist (UKG research)Trust killers in leadership: Why over-promising on small things destroys credibility and what "being impeccable with your word" really meansThe "Shit Umbrella" concept: How great leaders shield their teams from chaos, unrealistic pressure, and distractions from aboveUrgency culture: How to recognize when anxiety is being passed like a baton and why marking emails as "urgent" is eroding workplace trustThe difference between boss and leader: Why giving away power creates unstoppable teams instead of diminishing your authority"Ask three before you answer": A practical technique to build autonomy and critical thinking in your team membersRe-engaging disengaged employees: Why viewing lost spark as temporary (not permanent) changes everythingQuotable Moments:"People don't want this stoic pillar of a leader—they want a human." - Selena Rezvani"Your questions are expected, not tolerated." - Selena RezvaniResources:Book: "Quick Leadership: Build Trust, Navigate Change, and Cultivate Unstoppable Teams" by Selena Rezvani

Your Team Doesn't Need a Boss, They Need a Human with Selena RezvaniIn this episode of The WorkWell Podcast™, Jen Fisher speaks with Selena Rezvani, Wall Street Journal bestselling author and Forbes-named premier expert on standing up for yourself at work. Selena returns to the podcast to discuss her latest book, "Quick Leadership: Build Trust, Navigate Change, and Cultivate Unstoppable Teams." Drawing from her personal experience losing her workaholic father at age 13 and years of coaching leaders behind closed doors, Selena shares practical, actionable strategies for becoming the kind of leader people want to follow—without sacrificing your humanity or health.Episode Highlights:The shocking statistic: Your manager influences your mental health on par with your spouse—more than your doctor or therapist (UKG research)Trust killers in leadership: Why over-promising on small things destroys credibility and what "being impeccable with your word" really meansThe "Shit Umbrella" concept: How great leaders shield their teams from chaos, unrealistic pressure, and distractions from aboveUrgency culture: How to recognize when anxiety is being passed like a baton and why marking emails as "urgent" is eroding workplace trustThe difference between boss and leader: Why giving away power creates unstoppable teams instead of diminishing your authority"Ask three before you answer": A practical technique to build autonomy and critical thinking in your team membersRe-engaging disengaged employees: Why viewing lost spark as temporary (not permanent) changes everythingQuotable Moments:"People don't want this stoic pillar of a leader—they want a human." - Selena Rezvani"Your questions are expected, not tolerated." - Selena RezvaniResources:Book: "Quick Leadership: Build Trust, Navigate Change, and Cultivate Unstoppable Teams" by Selena Rezvani

Newly promoted and still stuck in "super-doer" mode? Here's how to rebalance control, culture, and delegation so the whole team scales—safely and fast.  Why do new managers struggle when they're promoted from "star doer" to "leader"? Because your brain stays in production mode while your job has shifted to people, culture, and systems. After promotion, you're accountable not only for your own KPIs but for the entire team's outcomes. It's tempting to cling to tasks you control—dashboards, sequencing, reporting—because they're tangible and quick wins. But 2025 leadership in Japan, Australia, the US, and Europe demands more: setting strategy, articulating vision, and developing capability. The pivot is psychological—move from "I produce" to "I enable production," or you'll cap growth and burn out. Do now: List your top five "leader-only" responsibilities and five tasks to delegate this week; schedule handovers with owners and dates.  Mini-summary: New leaders fail by over-doing; succeed by re-wiring attention from personal output to team capability. What's the practical difference between managing processes and leading people? Managers ensure things are done right; leaders ensure we're doing the right things—and growing people as we go.Processes secure quality, timeliness, budget discipline, and compliance. Leadership adds direction: strategy, culture, talent development, and context setting. Across sectors—manufacturing in Aichi, B2B SaaS in Seattle, retail in Sydney—over-indexing on process alone turns humans into "system attachments," stifling initiative and innovation. Over-indexing on people without controls risks safety, regulatory breaches, and inconsistent delivery. The art is dynamic dosage: tighten or loosen controls as competency, risk, and stakes shift. Do now: For each workflow, rate "risk" and "competency." High risk/low competency → tighter checks; low risk/high competency → more autonomy.  Mini-summary: Processes protect, people propel; leaders tune both based on risk and capability. How much control is "just enough" without killing initiative or risking compliance? Use the guardrail test: prevent safety/compliance violations while leaving room for stretch, accountability, and growth. Post-pandemic supply chains, ESG scrutiny, and Japan's regulator expectations mean leaders can't "set and forget." Too few checks invite fines—or jail time for accountable officers; too many checks create Theory X micromanagement that freezes learning. Borrow from Toyota's jidoka spirit: stop the line when risk spikes, but otherwise let teams problem-solve. In SMEs and startups, standardise the critical few controls (safety, security, data) and keep the rest principle-based to preserve speed. Do now: Write a one-page "controls charter" listing non-negotiables (safety, compliance) and "managed freedoms" (experiments, pilots, scope to improve).  Mini-summary: Guardrails first, freedom second—enough control to stay legal and safe, enough autonomy to develop people. How do I stop doing my team's work and start scaling through delegation? Delegate outcomes, not chores—and accept short-term pain for long-term scale. Many first-time managers keep their player tasks because they distrust others or fear being accountable for mistakes. That works for a quarter, not a year. By FY2026, targets rise while your personal capacity doesn't. Multinationals from Rakuten to Siemens train leaders to assign the "what" and "why," agree on milestones and quality criteria, then coach on the "how." Expect a temporary dip as skills climb; measure trajectory, not perfection. Do now: Pick two tasks you still hoard. Define success, constraints, and checkpoints; delegate by Friday, then coach at the first checkpoint.  Mini-summary: Let go to grow; specify outcomes and coach to capability. How can I balance micro-management and neglect in day-to-day leadership? Replace "hovering" and "hands-off" with scheduled, high-leverage follow-up. Micromanagement announces low trust; neglect announces low care. Instead, run structured check-ins: purpose, progress, problems, pivots. In regulated environments (banks, healthcare, manufacturing), confirm evidence of controls; in creative or GTM teams, probe learning, experiments, and customer signals. Across APAC, leaders who share decision frameworks (RACI/DACI; risk thresholds; escalation paths) cut rework and surprise escalations. Do now: Implement a weekly 20-minute "PPP" per direct report—Progress (facts), Problems (risks), Pivots (next choices)—with artefacts attached in advance.  Mini-summary: Neither smother nor ignore—use predictable, evidence-based check-ins to align and de-risk. When should leaders "lead from the front" versus "get out of the way"? Front-load leadership in ambiguity; step back once clarity, competence, and controls exist. In crises, new markets, or safety-critical launches, visible, directive leadership calms noise and sets pace (think: first 90 days of a turnaround or a factory start-up). As routines stabilise, flip to servant leadership: remove blockers, broker resources, and celebrate small wins. In Japan, Nemawashi-style groundwork before meetings accelerates execution; in the US and Europe, crisp owner-dated action registers keep speed without rework. The best leaders oscillate based on context, not ego. Do now: For each initiative, label its phase (Explore/Build/Run). Explore = lead hands-on; Build = co-pilot; Run = empower with audits.  Mini-summary: Lead hard in fog; empower once the road is clear and guardrails hold. Conclusion: your real job is capability, culture, and controlled freedom Great organisations don't trade people for process or vice-versa—they orchestrate both. As of 2025, the winners grow leaders who tune controls to risk, develop people faster than targets rise, and delegate outcomes with smart follow-up. Stop carrying the team on your back. Build a team that carries the work—safely, compliantly, and proudly.  Optional FAQs Is micromanagement ever right? Only for high-risk, low-competency tasks; use it briefly, with a plan to taper. What if my team is slower than me? That's normal initially; coach cadence and quality, not perfection. How do I avoid regulator trouble? Document controls, evidence checks, and incident response paths; audit monthly. What do I say to ex-peers I now manage? Reset expectations: new role, shared goals, clear decision rights, and escalation routes.  Next steps for leaders/executives Write your one-page controls charter and review it with Legal/Compliance. Convert two "player" tasks into delegated outcomes this week. Install weekly PPP check-ins with artefacts attached in advance. Map each initiative to Explore/Build/Run and adjust your involvement accordingly.  Author Credentials Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programs, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban "Hito o Ugokasu" Rīdā (現代版「人を動かす」リーダー). Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews. 

Leadership today demands more than vision or authority—it requires trust. In workplaces where uncertainty and change are constant, the leaders who succeed are those who create environments where people feel safe, supported, and empowered to deliver their best work. As Damian Goldvarg shared in our recent conversation, effective leadership is not about control—it's about cultivating trust and accountability so that teams can thrive without micromanagement.Trust is not a soft skill—it's a strategic one. When leaders trust their teams, they create the conditions for psychological safety, innovation, and shared ownership. When that trust is missing, fear fills the void. Micromanagement takes over, creativity stalls, and engagement plummets.The foundation of effective leadership lies in understanding that trust enables accountability without micromanagement. Teams that operate from a place of trust know what's expected of them and have the confidence to deliver. They hold themselves accountable not because they're being watched, but because they're invested in the outcome.Trust Is a Choice We MakeTrust doesn't happen by default—it's a choice, an intentional decision we make every day in our interactions. Some people give it freely; others hold it close, shaped by past experiences or team dynamics. For leaders, understanding their own relationship with trust is the first step toward building it.When leaders choose to trust, they communicate belief in their team's competence and integrity. When they don't, that skepticism often gets mirrored back. The energy of distrust—whether it shows up in tone, body language, or behavior—can create a cycle of fear and disengagement.That's why the most effective leaders cultivate self-awareness and curiosity. Instead of asking, “Why did this go wrong?” they ask, “What's behind this?” or “What support might be needed here?” This shift from judgment to inquiry transforms how teams operate.Embrace Discomfort to Build TrustBuilding trust often means stepping into uncomfortable territory. Whether it's addressing performance issues, navigating layoffs, or discussing mental health, leaders must be willing to engage in conversations that stretch them.Avoiding discomfort may protect leaders from awkward moments—but it prevents growth. In contrast, embracing discomfort builds credibility. When leaders demonstrate that they're willing to have hard conversations with honesty and care, they model the very accountability they expect from others.As Damian noted, discomfort is not a signal to retreat—it's an invitation to deepen trust. Asking questions like “What's the worst that can happen?” or “What do you need from me right now?” helps to reframe fear into opportunity.Developing Your Inner Coaching VoiceLeadership requires a new kind of fluency—one rooted in self-reflection and emotional intelligence. The inner coaching voice is that quiet guide that helps leaders pause, assess, and respond rather than react.When we work with external coaches, over time we begin to internalize their guidance. That becomes our inner coach—the voice that reminds us to breathe before responding, to question assumptions, to align actions with values. Developing this inner voice helps leaders model what self-accountability looks like.It also helps leaders navigate emotional triggers and stay grounded when challenges arise. Leaders who can name their emotions, understand their impact, and stay centered during conflict create stability for others. They embody psychological safety in action.Human-Centered Leadership Is the FutureThe traditional command-and-control models of leadership no longer work in a world where people crave meaning, connection, and trust. Human-centered leadership focuses on people first—recognizing that performance follows well-being.This kind of leadership blends empathy, coaching, and emotional intelligence with clarity and accountability. It's not about being “soft”; it's about being real. It's about knowing when to step in and when to step back. It's about trusting your people enough to let them lead, and supporting them when they stumble.When leaders model trust, they give their teams permission to take risks, share ideas, and own outcomes. The result? Stronger performance, higher engagement, and cultures where accountability is shared, not enforced.The Bottom LineBuilding trust and accountability isn't a one-time initiative—it's an ongoing practice. It requires courage, curiosity, and compassion. It asks leaders to look inward before pointing outward.When we choose trust, we create psychological safety. When we embrace discomfort, we strengthen relationships. And when we lead with humanity, we build organizations where people—and results—thrive.If you're ready to explore what it looks like to build a Culture of Care in your organization—and the role the leader-as-coach plays in making that happen—reach out to learn more about our upcoming programs. Let's build workplaces rooted in trust, accountability, and care—together. 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

Wie gehe ich mit schlechten Chefs um?

THE TIM JONES AND CHRIS ARPS SHOW 0:00 SEG 1 Oregon Congresswoman Janelle Bynum doesn’t even know why she isn’t voting for the continuing resolution Speaker’s Stump Speech is about Gen Z being overwhelmingly conservative and is brought to you by https://www.hansenstree.com/ 19:30 SEG 2 SUSIE MOORE, Deputy Managing Editor at RedState.com and host of RedState Radio, Sundays at 4pm | TOPIC: Top Red State headlines | Trump lawfare | That Lebanese Doctor the Trump Admin. Sent Packing Got Some Bad News on Friday | 7th Circuit Puts the Kibosh on Judge's Micromanagement of ICE Operations in Chicago | After 3-Day Trial, Oregon Judge Keeps National Guard on Ice While She Drafts Final Rulingx.com/SmoosieQredstate.com/author/smoosieq 33:47 SEG 3 Erika Kirk says she doesn’t live in fear https://newstalkstl.com/ FOLLOW TIM - https://twitter.com/SpeakerTimJones FOLLOW CHRIS - https://twitter.com/chris_arps 24/7 LIVESTREAM - http://bit.ly/NEWSTALKSTLSTREAMS RUMBLE - https://rumble.com/NewsTalkSTL See omnystudio.com/listener for privacy information.

THE TIM JONES AND CHRIS ARPS SHOW 0:00 SEG 1 Oregon Congresswoman Janelle Bynum doesn’t even know why she isn’t voting for the continuing resolution Speaker’s Stump Speech is about Gen Z being overwhelmingly conservative and is brought to you by https://www.hansenstree.com/ 19:30 SEG 2 SUSIE MOORE, Deputy Managing Editor at RedState.com and host of RedState Radio, Sundays at 4pm | TOPIC: Top Red State headlines | Trump lawfare | That Lebanese Doctor the Trump Admin. Sent Packing Got Some Bad News on Friday | 7th Circuit Puts the Kibosh on Judge's Micromanagement of ICE Operations in Chicago | After 3-Day Trial, Oregon Judge Keeps National Guard on Ice While She Drafts Final Rulingx.com/SmoosieQredstate.com/author/smoosieq 33:47 SEG 3 Erika Kirk says she doesn’t live in fear https://newstalkstl.com/ FOLLOW TIM - https://twitter.com/SpeakerTimJones FOLLOW CHRIS - https://twitter.com/chris_arps 24/7 LIVESTREAM - http://bit.ly/NEWSTALKSTLSTREAMS RUMBLE - https://rumble.com/NewsTalkSTL See omnystudio.com/listener for privacy information.

In this solo episode, Dr. Debi shares 11 anonymized, real-world scenarios showing how unhealed betrayal quietly derails performance, leadership, health, and culture at work. From weight changes and gut issues to micromanagement, perfectionism, disengagement, and self-betrayal, you'll see how a personal rupture (even years old) can surface on the job—and what to do about it. You'll also hear research-backed prevalence stats (weight, gut, sleep) and a clear invitation to move from Stages 2–3 (shock and survival) into Stages 4–5 (healing and growth).    Who this episode is for  Professionals, leaders, and founders who feel “off” at work and can't trace why  HR/people leaders noticing unexplained dips in performance, morale, or collaboration  Anyone who suspects an earlier betrayal might still be shaping today's choices, health, and capacity    Key concepts & signals  Betrayal shows up at work physically (weight, gut, sleep), mentally (focus, overthinking), emotionally (hypervigilance, distrust).  Nervous system hijack: After broken trust, people often swing to micromanagement, second-guessing, isolation, or over-preparation.  Stages matter: Creativity, confidence, and connection typically reliably return as you move into Stages 4–5 of the 5-Stage model.  Research snapshots (from Debi's community data):  Weight/eating struggles: ~47%  Gut issues (IBS/Crohn's/constipation/diarrhea): ~45%  Sleep problems: ~68%    Case snapshots (anonymized)  Sarah — Weight & confidence spiral Discovery of husband + best friend affair → stress eating → +40 lbs, pre-diabetes, energy crash. Missed two promotions; client-facing confidence plummeted.  Marcus — Gut & career derailment Brother's $50k “investment” betrayal (borrowed from 401k) → nausea → IBS, 30 missed days in 6 months, $12k out-of-pocket care → transfer to lower-paying support role.  Jennifer — From empowering to micromanaging Daughter's addiction/deceit eroded trust → hypervigilance, excessive approvals, morale drop → $30k demotion.  David — Cultural catalyst to clock-watcher Father covertly rewrote will for estranged sister → emotional numbness → stopped mentoring/initiatives → ~25% drop in departmental satisfaction.  Lisa — Anxiety, over-prep, stalled growth Fiancé + maid of honor affair weeks before wedding → panic in meetings, medical leave, therapy costs → over-preparation and hesitation → lost Senior Manager promotion.  Tom — Creativity collapse Close friend's emotional affair with his partner during family caregiving → withdrew creative risk-taking → lost edge in pitches → 3 major accounts (~$2M) missed.  Rachel — Sleepless CEO Sister's manipulation of elderly mother & finances → insomnia, ruminations → poorer board-level decisions, investor strain, performance dip; sleep meds added side-effects.  Kevin — Isolation after double betrayal Wife left for best friend → withdrew from people, closed-door leadership → cross-functional effectiveness down ~40%; silos and delays multiplied.  Maria — Paralysis by over-analysis Business + romantic partner embezzled to fund secret life → hyper-checking, documentation glut → missed time-sensitive opportunities; costly lost trading advantage.  Robert — Purpose lost, pipeline thins Adult son (aided by brother) sued him for “emotional damages” → quit mentoring/junior development → leadership pipeline weakened; burnout → early retirement.  Andrea (self-betrayal) — Successful but misaligned Pressured away from teaching into law → chronic fatigue, migraines, disengagement, ~30% billable drop, ~$800k lost potential revenue → leave of absence. The cost wasn't only professional—it was existential.    How to spot it (self-check)  “I don't recognize how I lead or work anymore.” (micromanaging, over-prepping, perfectionism)  “My body is louder than my calendar.” (gut flares, migraines, insomnia before big decisions)  “I'm here but not really here.” (numbness, disengagement, loss of initiative/mentoring)  “I don't trust my read on people.” (multiple confirmations for simple tasks, second-guessing)  “I'm productive—but always late.” (hyper-vigilant thoroughness that kills timeliness)  “I'm successful—and empty.” (self-betrayal: achievement without meaning)    Try this: 6 reflection prompts  Which case felt uncomfortably familiar—and why?  Where does betrayal show up most for you: body, mind, or relationships at work?  What do you over-do (control, analyze, isolate) to feel safer—and what does it cost?  Which responsibility did you stop (mentoring, initiating, pitching) after the rupture?  What would “Stage 4–5 me” do differently this week?  If self-betrayal is the theme, what small act of alignment could you take in 72 hours?    If you lead a team (HR, managers, execs)  Watch for sudden style flips (empowering → micromanaging; creative → conventional).  Replace “performance policing” with support + boundaries (clear priorities, fewer approvals, flexible micro-rest).  Offer psychological safety + access to evidence-based healing resources; normalize PTO for real recovery.  Protect culture carriers (your “Davids”)—and rebuild when they dim.    Practical next steps  Name it: If you recognized yourself, that's progress.  Assess: Take the Post Betrayal Syndrome® indicators seriously (weight, gut, sleep).  Stabilize the body: Basic routines (sleep hygiene, hydration, movement) reduce reactivity.  Skill up: Learn boundaries, rebuild self-trust, and pace decisions during healing.  Advance stages: If you're in Stages 2–3, get guided support to move into 4–5, where creativity, confidence, and connection reliably return.  Share back: Tell Dr. Debi which story resonated most; it helps tailor future episodes.  Memorable lines  “We can try to leave betrayal at the door—but our body and leadership bring it to work.”  “Micromanagement is often a trust injury in disguise.”  “Success that betrays you is still betrayal.”  Resources & links  The PBT Institute — programs, coaches, community: https://thepbtinstitute.com/  Corporate/HR offerings & talks: https://thepbtinstitute.com/corporate/  Tell Dr. Debi which scenario hit home for you, and what you'll try this week. See you next time. 

Zehn Jahre digital kompakt bedeuten nicht nur Mikrofon-Magie, sondern auch Momente voller Zweifel, Müdigkeit und Mut. Joël Kaczmarek blickt zurück: Auf Nächte mit billigem Equipment, auf Versagen, Stolz, Grenzerfahrungen, verlorene Weggefährt*innen, tiefe Erschöpfung und überraschendes Wachstum. Macht und Ohnmacht, Partnerschaft und Selbstzweifel kreuzen sich in Erinnerungen, die berühren und wehtun. Was nach Erfolg aussieht, bleibt eine Geschichte von Lernen, Scheitern und immer neuer Neugier. Du erfährst... …wie Spontanität und Mut Joëls Erfolgsgeheimnisse prägen. …welche Herausforderungen und Erfolge die letzten zehn Jahre brachten. …warum Neugierde und Empathie Joëls unternehmerische Reise leiten. __________________________ ||||| PERSONEN |||||

Leaders have an important balancing act to perform every day: remaining in control of their organization without becoming a controlling leader. Over-controlling leaders who micromanage end up stifling creativity that could be unleashed in their teammates. Check out the video version of this clip.  Check out the full conversation on The Craig and Greg Show episode The Balance of Control.  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. ◀︎◀︎

Send us a textWhen leaders try too hard, everyone loses. In this episode of Made4More, we explore how micromanagement and control limit your team's potential—through a story we have all heard. Learn five warning signs you're falling into the micromanagement trap and how to build trust, empower others, and lead with faith instead of fear. Because real leadership isn't about control—it's about helping others win their way. Visit made4moreconsulting.com for course information and membership information. 

Are you caught in the tug-of-war between giving your team autonomy and keeping control? Micromanagement often comes from fear. Fear the work won't get done, or that mistakes will slip through. But here's the paradox: the more you micromanage, the less likely your team is to perform at their best. In this episode of Find Grow Keep, Karen Kirton shares a practical 3-part framework to help leaders foster strong collaboration without slipping into micromanagement. You'll learn: Why micromanagement drains both managers and teams — and the hidden business risks it creates How trust is built in the small, everyday moments that matter most Why clarity of outcomes is more powerful than controlling every step Practical tools for delegation and accountability (including the Levels of Delegation model) How to shift from giving instructions to empowering through coaching and communication Karen also guides you through a quick reflection exercise so you can spot your own micromanagement tendencies and start making small shifts today. 

In this hour, Adam Crowley and Dorin Dickerson discuss exactly how much praise Steelers' head coach Mike Tomlin should be getting for the team's success so far this season. October 15, 2025, 6:00 Hour

In this week's episode of The Law Firm Blueprint, hosts Jay Ruane and Seth Price tackle the biggest hurdle to scaling a law firm: delegation. They unpack the two main problems lawyers face: micromanagement due to reputation risk and the "it's faster if I just do it myself" mentality.The hosts discuss the necessity of trusting your team and how not delegating makes the firm owner the bottleneck. They dive into the process of hiring a non-lawyer operator (or Integrator) and the financial and cultural risks of letting go. Finally, they agree that being an "unrepentant optimist" is the only way to succeed in this demanding business.

Micromanagement might feel like leadership, but it's actually a system built on distrust—and it slowly drains energy, motivation, and results from your team. Micromanagement might feel like leadership, but it's actually a system built on distrust—and it slowly drains energy, motivation, and results from your team. In this episode, Zed breaks down the critical difference between micromanagement and accountability, why confusing the two leads to frustration, and how practice leaders can build trust-driven systems that unlock real team performance. Request a Practice Review: https://www.physiciangrowthaccelerator.com/connect   Take the Vitals Diagnostic: https://www.physiciangrowthaccelerator.com/vitals-diagnostic  

 In the second episode of the Staff Sustainability series, Lauren explores why women in leadership often turn to micromanagement and how it's rooted in stress, trauma, and cultural expectations. She shares practical steps to move from control to co-regulation, helping leaders build safer, more sustainable workplaces grounded in trust and collaboration. Sign up for the University of Pennsylvania Behavior Breakthrough Accredited CourseLearn about the Staff Sustainability System a proven system to reduce burnout at the rootOther 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:Understanding Burnout & Turnover in Trauma Impacted OrganizationsThe Five Ives Hot Seat: Honest Answers for Hard QuestionsThe Regulated Team: Creating Cultures that BreatheNo 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 WorldHive- 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. 

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 

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.

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!

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

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.