Let’s talk about something I see all the time in my executive coaching sessions…

Micromanaging.

Not the caricature version where someone’s hovering over every keyboard tap. I’m talking about the subtle kind that shows up when a capable, seasoned leader (like my coaching client, Erin, a VP at a major studio) feels the pressure mounting.

Deadlines. Stakeholder expectations. Team dynamics. Visibility.

It’s no wonder Erin felt like she had to step in…constantly. She wasn’t trying to control everything. She was trying to protect the outcome.

But here’s what we uncovered: Micromanaging wasn’t about lack of trust in her team. It was a response to pressure and fear.

And it was costing her. Her time. Her team’s growth. Her own confidence as a strategic leader.

So, how did she stop? Here’s what worked and what I coach leaders on every day:

1️⃣

Redefine what success really looks like

If success = “Everything is done exactly how I would do it,” you will always feel the need to intervene.

But true leadership is about setting others up to succeed, even when their path looks different than yours.

Erin and I reframed her idea of success to be about impact and ownership, not perfection. That shift freed her up to delegate smarter and focus on strategy, not execution.

Try this: Ask yourself: “If I wasn’t the one driving this, what would meaningful progress still look like?”

2️⃣ Swap check-ins for ownership

Micromanaging often hides behind “being helpful.”

But Erin realized that constantly checking in was actually undermining her team’s confidence. So, we built in a new structure: team-led ownership.

Instead of Erin driving the project cadence, her team members began answering:

• What’s my plan for delivering this?

• How will I track and measure my progress?

• How will I proactively flag when I need support?

This shifted the dynamic from checking up… to leveling up.

3️⃣ Embrace strategic silence

Erin had a habit: when something felt uncertain, she jumped in.

We practiced what I call “strategic silence.” The pause between the impulse to control and the decision to trust.

In that pause, she asked: “Am I jumping in because they need me… or because I feel uncomfortable letting go?”

That small moment of awareness became her superpower.

The result? Her team stepped up. She stepped back. And her own executive presence skyrocketed.

Micromanaging is rarely about control. It’s about pressure. But when you shift your mindset, your structure, and your habits, everything changes.

You lead from trust, not tension. From impact, not over-functioning. And that’s when real leadership begins.

YOUR NEXT STEP

Feeling stuck in over-functioning mode? Let’s fix that. Book a free 60-minute strategy session with me to start shifting from control to confidence. You will walk away with clarity, next steps, and zero pressure.

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