Intentional Leaders Don’t Hover Over Their Teams

Ever felt like you’re living in a rerun of “The Office” where you’ve unintentionally turned into Michael Scott, managing every single detail and solving every conflict by overstepping? Umm hmm, we’ve all been there. Micromanaging might seem like the quick fix to keep things running smoothly, but it’s actually a recipe for workplace conflict and burnout—for you and your team.

It can also be a sign of insecurity or imposter syndrome. Deep down, you don’t fully trust your skill sets so you overcompensate by sweating your team, since you see them as an extension of yourself. But intentional leaders know that mistakes and conflict aren’t avoided by hovering. They’re resolved by empowering. And for many of us, especially as African American women who are used to doing everything ourselves, letting go of that control can feel unnatural. We’ve been conditioned to manage every detail to ensure success. We’ve watched our mothers and nanas run everything, and so we think that’s just the way things are done. But this approach can spill over into our leadership style at work in ways that hinder rather than help. If you want to lead effectively without falling into the micromanagement trap, you’ve got to step back, trust your team, and handle conflict in a way that builds rather than breaks down.?

You know your girl has a few tips that can help you lead with intention.

Delegate More, Hover Less

If I can feel your breath on any part of my skin – You. Are. Too. Close! I’m going to need you to take at least three steps back. Intentional leaders know the magic happens when you step back. Delegation isn’t about dumping tasks; it’s about strategically empowering your team to take the reins. Your role? Provide the initial direction, then step aside and watch your team flex their skills.?

I once had a leader who sweated everybody on her team 24/7. I don’t know how she had an outside life (read: she did not have an outside life). Finally, out of exasperation one of the mildest members of the team said, “When is enough, enough? When is done better than perfect? We can’t keep redoing everything because it throws us off schedule. We need your trust.” That was such a dramatic declaration from someone who had the patience of Job I wanted to grab a bag of popcorn because I just knew there was gonna be a fireworks show!?

But because this feedback came from someone who rarely pushed back, I think it stunned our leader into silence. If you are the leader in this example, heed my warning. If you don’t want a revolt on your hands, stand down.

When your team knows exactly what’s expected, they’re better equipped to prioritize their tasks and make decisions without needing constant input from you.

Communicate Realistic Goals and Expectations

Nothing sparks conflict quicker than unclear or unrealistic expectations. In fact, a survey by Gallup found that only about 50% of employees strongly agree that they know what is expected of them at work. Fifty percent! That’s half of your team. This ambiguity breeds anxiety, confusion, and—inevitably—conflict. To avoid this, be transparent about what success looks like from your team and what your non-negotiables are.?

Set clear, achievable goals and outline the steps to reach them. When your team knows exactly what’s expected, they’re better equipped to prioritize their tasks and make decisions without needing constant input from you. Clear expectations empower your team to take ownership of their work, reducing the need for micromanagement. Remember, your goal is to set them up for success, not set them up to fail. When you provide clarity, you not only prevent conflicts but also build a more confident and self-reliant team.

Provide Clear Directions and Timely Feedback

Unclear directions lead to confusion, and persistent confusion breeds contempt. Ever heard a colleague rant, “Working with her is the worst, she can’t make up her frigging mind but expects us to be mind readers. I don’t know how much more of this I can take.” And pretty soon, they’re looking for a way to get away from that team. Or more specifically, that manager. When you delay providing clear directions and feedback too, small problems morph into bigger ones, making it tempting to micromanage. Instead, give feedback in real-time, celebrate small wins, and address mistakes with an eye toward learning. This proactive approach keeps conflict from bubbling up and saves you from having to replace one half of your team.

Give Your Employees Autonomy and Ownership

Employees who feel trusted are less likely to clash with you or each other. Trust is the cornerstone of any high-performing team. When you give your team the autonomy to make decisions and truly own their work, you’re not just delegating tasks—you’re instilling confidence and fostering creativity. This means allowing them to take calculated risks, explore new ideas, and yes, even make mistakes! Will their approach be different from yours? Most likely, it will be because they aren’t you.? But that diversity in thought is where innovation happens. And you may learn something in the process, too. Bonus!

When conflicts arise, resist the temptation to take control. Instead, step into the role of a coach. Ask open-ended questions that encourage your team to think critically and arrive at their own solutions. For example, instead of saying, "Here’s how I would do it," try asking, "What do you think would work best in this situation?" This subtle shift transforms the dynamic from one of dependency to one of empowerment. And wouldn’t you rather be known as the empowering leader versus the control freak?

Autonomy isn’t just about giving freedom. It’s about building a culture of accountability. When people feel ownership over their work, they are more invested in the outcomes, more likely to troubleshoot issues proactively, and less likely to engage in conflicts over territory or responsibility. And like magic, this sense of accountability reduces your need to micromanage and creates a more harmonious and productive work environment. Awww.

If you don’t take away anything else from this article, know that people like to be recognized!?

Recognize Accomplishments or Offer Development Opportunities

The quickest way to breed resentment—and conflict—is to overlook achievements or ignore when someone is struggling. If you don’t take away anything else from this article, know that people like to be recognized! Rarely does a coaching program go by that I don’t have someone tell me they wish that their manager understood better and appreciated more all the work they do. People don’t generally quit companies. They leave their managers.?

When you have a manager who tells you that you walk on water (I had a boss who told us that all the time), guess what? We would go the extra mile for him every time! So take time to recognize your team’s wins, no matter how small, and provide professional development if you sense an employee is on the Struggle Bus. Sometimes, conflict is just a cry for recognition or help—tackle it with growth opportunities rather than constant oversight.

Make the Tough Calls When Needed

So, the reality is, not everyone on your team is going to be a super star. Sometimes, no amount of coaching, autonomy, or clear direction can turn things around. If someone’s work product consistently misses the mark, queen, it’s okay to make the difficult decision to let them go. This isn’t about avoiding conflict but confronting it head-on with integrity and respect. Ultimately, it’s about maintaining the health of the team and setting a standard for excellence.

Okay, you’ve got a mini-blueprint here to help you stop micromanaging. If you aren’t sure I’m even talking to you, you better ask somebody! Try loosening the reins a bit. You might be surprised at just how capable your team truly is.

Remember, always be intentional!

Level Up with Grace is an award-winning newsletter created and designed for African-American women in corporate America (and others) who want to unapologetically create and maintain a stellar career. Executive coach Cheryl Grace shares a curated collection of insights, strategies, and tactics on change management, conflict resolution, and professional development to help women excel and advance to their next level, regardless of where they are in their career journey. Please subscribe and share!

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