The Leadership Mistake That’s Killing Your Team (And What to Do Instead!)

When I first stepped into a leadership role, I thought I was doing it all wrong.

Everywhere I looked, leaders were leading with a command and control approach—heavy-handed, micromanaging every move, and dictating every action.

And here’s the kicker: they were getting results.

But something felt off.

The results didn’t last. Retention was low, morale was lower, and teams were constantly in flux. It felt like leaders were sprinting a marathon—fast out the gate but burning out long before the finish line.

I found myself asking: Is this really leadership?

Turns out, it wasn’t.

And what I discovered next completely reshaped how I lead today.

The Trap of Command & Control Leadership: At first glance, command and control leadership looks effective.

You set clear rules, control outcomes tightly, and get fast results.

But what I saw—and what many leaders overlook—is that this approach comes at a cost:

• High turnover.
• Low engagement.
• Micromanaged teams that struggle to problem-solve independently.
• Results that peak fast but fade even faster.

This kind of leadership creates a culture of compliance, not commitment.

People don’t bring their best selves to work—they bring just enough to avoid getting into trouble.

And when results dip (because they inevitably do), leaders using this model tend to tighten control even more, creating a vicious cycle that leads to burnout and disengagement.

The Leadership Shift That Changed Everything: Then, something shifted.

I saw another leader approach things differently.

They didn’t micromanage. They didn’t dictate every move. They didn’t lead through fear or control.

Instead, they:

• Led with vision.
• Coached their team members.
• Focused on developing people, not just driving tasks.

At first, their results were slower—there wasn’t that instant spike in numbers.

But over time?

Their team started winning.

And not just once—consistently.

They built the #1 team in the department, but more importantly, they sustained that success over time.

I noticed something else, too:

• The team genuinely respected their leader—not out of fear, but admiration.
• Collaboration was natural.
• People weren’t afraid to take risks or speak up.
• Retention skyrocketed, and internal promotions became common.

It was the kind of environment where people didn’t just show up for a paycheck—they showed up to grow.

The Core Principle: Here’s the leadership truth I learned:

Results don’t always tell the whole story.

Fast results built through control? They’re often shallow and short-lived.

Steady results built through people development? They’re deep, sustainable, and scalable.

The difference boils down to this:

• Managers control people.
• Leaders develop people.

Command and control gets compliance.

Vision and development inspire commitment.

The Real Question for Leaders: If you’re leading right now, ask yourself:

• Are my results short-lived or sustainable?
• Am I managing tasks or developing people?
• Would my team still thrive if I wasn’t in the room?

Because here’s the thing—leaders who focus solely on results often lose people, and leaders who focus on people end up getting results.

How to Shift from Managing to Developing: Making the shift from managing to developing isn’t complicated, but it does require intentionality.

Here’s how to start:

1. Understand Their Strengths: Every person has natural strengths. Take time to learn them. When people work within their strengths, they’re more engaged, more productive, and more innovative.
2. Right People, Right Seats: Jim Collins said it best: “Get the right people on the bus and the right people in the right seats.”
3. Create a Culture of Continuous Learning: The best teams don’t just focus on what they do—they focus on how they can get better at it.
4. Coach for Ownership, Not Compliance: It’s easy to bark orders. It’s harder—but far more effective—to coach people to think critically, solve problems, and own their work.
5. Celebrate Progress, Not Just Big Wins: Leaders often wait for the finish line to celebrate, but growth happens in the in-between moments.
6. Build Psychological Safety: Teams that thrive are teams where people feel safe to speak up, make mistakes, and try new things.
7. Model What You Expect: Leadership isn’t “do as I say, not as I do.”

Here’s the reality:

If your leadership style is focused solely on controlling outcomes, you’ll get quick results—but they won’t last.

But if you focus on developing people—on coaching, empowering, and placing them in the right environments—you’ll build teams that can perform at a high level with or without you in the room.

Because true leadership isn’t about being the smartest or most powerful person in the room.

It’s about making sure the people in the room have everything they need to succeed.

So ask yourself:

• Am I managing people or developing them?
• Are my results short-lived or built to last?

The future of leadership isn’t about control—it’s about empowerment.

The leaders who get that? They don’t just build great teams.

They build legacies.

If this resonated with you, follow me for more leadership insights. Let’s start leading for impact, not just outcomes.

#Leadership #PeopleDevelopment #LongTermSuccess #LeadDon’tManage #GrowthMindset