Navigating Leadership as a 'Controller': A Cautionary Tale

Ever encounter a leader who?seems to need to be in control? We're not talking about someone who’s organized or reliable. I mean, they always take charge and direct situations and people to their will. While this approach may seem beneficial in times of crisis, it has its drawbacks. As with any strength there is a downside, if used too much or in the wrong situation. ?

The Rise of a Crisis Leader?

Meet Alex, a dynamic and strong-willed leader. Whenever a crisis hits, Alex is the go-to person. With a strong energy and an almost uncanny ability to push people beyond their comfort zones, Alex always manages to beat the odds. During these high-pressure moments, Alex’s confrontational and direct communication style is invaluable. The team knows that Alex will guide them through the storm no matter what.?

In a crisis, control and decisive action feel comforting. People look for someone to take charge, and Alex does just that. However, this relentless drive to manage every detail and navigate each crisis according to Alex’s blueprint comes with a cost that will later become apparent.?

The Downside of Constant Control?

The crisis passes, and its business as usual. Yet, Alex’s need or habit of assuming control doesn’t subside. It isn’t long before the initial relief and appreciation from the team transforms into something else entirely. Team members begin to feel an underlying tension. Alex’s approach, which feels reassuring during chaos, becomes stifling in routine operations.?

Alex struggles to adapt his leadership style post-crisis. Always in “crisis mode,” Alex keeps pushing, confronting, and controlling. The effect? Team meetings are more about directives than discussions. Alex seems impatient with others’ feelings and ideas, which leads to employees feeling undervalued and unheard.?

The Breaking Point?

Over time, the very qualities that make Alex an effective crisis leader become liabilities. The team’s enthusiasm dwindles. Innovative ideas are left unsaid—there is little point in sharing when Alex seemingly "knows best." The in-your-face communication style, once motivating, starts to feel more like criticism and less like inspiration.?

Alex notices the shift. Despite getting temporary results, the long-term impact becomes clear; a growing sense of resentment and a marked decrease in morale. The team feels controlled rather than empowered, and Alex feels increasingly anxious and frustrated as things do not always go his way.?

Striking a Balance?

The 'Controller' can be a powerful leader in times of crisis, but this approach needs tempering in everyday situations. By recognizing the underlying fears and motivations driving their behavior, Controllers can shift from a directive to a more inclusive leadership style, encouraging team input and fostering a more positive, collaborative environment.?

Remember, we’re all in this together. Whether you see yourself in Alex, or have worked with someone like Alex, it’s crucial to understand that effective leadership balances control with empathy and guidance with empowerment.??

Here’s to leading with heart as much as with control!?

?