Politely address the issue by sharing how their micromanaging affects your workflow and teamwork. Suggest clear roles and boundaries to establish trust and autonomy. Focus on the shared goal and demonstrate accountability in your tasks to build their confidence in your capabilities. Maintain a collaborative tone to keep the team spirit intact.

To maintain collaboration, calmly set boundaries with your micromanaging colleague by politely asserting limits on their involvement while focusing on your team's shared goals. Openly communicate your needs and respect their perspective, offering regular updates to build trust. Encourage a supportive work environment by emphasizing teamwork, fostering autonomy, and reinforcing the importance of each member’s contribution.

When a colleague, despite not being a manager, engages in micromanaging behavior, it's important to understand why they’re doing so. They may be accustomed to having work done in their own style, or they might not even realize they are micromanaging. In such cases, having a calm and open discussion about their working style and the impact it has on team dynamics can help clarify things. It’s also important to clearly define roles and emphasize the value of collaboration within the team. If necessary, inform your manager and seek support from other team members to handle the situation. Ultimately, focus on fostering teamwork and collaboration.

Dealing with a micromanaging colleague can be challenging, but maintaining a collaborative spirit starts with open communication and empathy. I’d address the issue tactfully by setting clear boundaries and proposing ways to divide responsibilities that play to each team member’s strengths. Regularly sharing progress updates can help build trust and reduce the need for constant oversight. By staying focused on shared goals and fostering a culture of mutual respect, I’d ensure teamwork remains productive and positive.

As a true manager, your behavior resonates for the entire team. However, if one team member shows signs of taking a leadership role, it’s important to provide an individualized approach. Clearly establish the outcomes you expect and guide the colleague toward specific areas of focus.