How can you manage team members who are overly controlling?

In my experience, most people who are of controlling nature particularly in leadership positions, usually suffer from a major insecurity or inferiority complex. This may stem from low confidence in their own abilities, lack of subject matter knowledge, misplaced understanding of their own roles and responsibilities or simply envying talented colleagues. At a personal level, one can deal with this situation by tactfully allaying the existing fears, instilling team spirit and integrating fun quotient in the work to put the controlling instinct of the person at ease. Introducing transparency and effective communication in the organisation is the next step to make environment conducive for the controlling person feel at ease.

In a broader context, the root cause often boils down to a simple question: "Can I do it and prove it to myself?" Nevertheless, it's crucial to foster an environment where the team feels comfortable opening up and expressing their perspectives on the situation.

Shobha and others have addressed the insecurity aspect. I would also ask us to consider employees in this. Have the prior experiences of this manager led them to distrust their team? I have worked with managers prepared to delegate, only for colleagues to avoid taking on the opportunities presented. Delegation necessitates training and instilling confidence in managers as well as other colleagues. Both colleagues and managers need to feel safe and seen or they will not take risks by trying a new approach.

One valuable approach is to communicate to the team that you're committed to supporting collective growth. Each team member bears responsibility for their tasks, and we acknowledge the challenges, collaborating to learn and enhance our skills together. In the end, we not only achieve our tasks collectively, but also cultivate a collaborative efficiency that garners admiration.

A clear direction is paramount for the team's success. Continuously communicate the vision you aim to achieve as a team, delineate roles and responsibilities, and establish goals along with expectations for reaching them. Offer support when necessary. By guiding them on how to achieve objectives instead of simply showing them what to do, you foster trust with team members, providing opportunities for learning and improvement.

Identify specific areas where team members can have more autonomy. Allowing the controlling individual to take the lead in certain aspects of a project can help satisfy their need for control while maintaining balance within the team.

Assigning responsibilities and placing trust in team members encourages the cultivation of creative ideas for achieving tasks more efficiently. Provide opportunities for them to share their ideas, involve them in decision-making meetings, and solicit suggestions and feedback. This approach instills confidence within both you and the team, fostering mutual respect and empowerment.

Offering recognition for their efforts and achievements is crucial. It not only provides motivation, but also kindles their spirit, encouraging them to celebrate their victories. Rewards contribute to their satisfaction and cultivate loyalty and commitment.