“You are the reason you got yourself here. You are also the reason things won’t go any further.”

WELCOME

This week’s theme is all about a crucial leadership paradox:?“You are the reason you got yourself here. You are also the reason things won’t go any further.”

Without significant change!

Leadership is often a journey of evolving from control to trust. In the early stages, control feels necessary, it builds structure and helps you navigate the unknown. But as you grow, that same control can become the very thing that holds you back. The key to moving forward lies in learning to let go, empowering your team, and embracing the discomfort of

I see far too many leaders think that what got them there will be the same reason why this continue to improve. The harsh truth is either get out of the way and lets someone else through or significant change you approach and level up.

QUOTES

"Leadership is not about being in charge. It is about taking care of those in your charge." Simon Sinek

"The greatest leader is not necessarily the one who does the greatest things. They are the one that gets the people to do the greatest things." Ronald Reagan

"Control leads to compliance; autonomy leads to engagement." Daniel Pink

"Sometimes, the best way to solve a problem is to let go of the need to control the outcome." Unknown

QUIBBLE

Should leaders let go of control to foster growth?

Letting go empowers teams, fostering creativity, autonomy, and innovation. It reduces burnout for leaders who try to do it all and creating space for strategic focus. Plus Teams develop resilience and problem-solving skills when trusted to take ownership.

On the other hand too much autonomy can lead to misalignment or inconsistent outcomes. In high-stakes situations, control can prevent costly mistakes and novice teams may require more guidance before thriving independently.

The key is finding the right balance between providing direction and fostering trust.

Leaders face the challenge of deciding how much control to retain in order to foster growth.Letting go of control?can empower teams by enhancing creativity, autonomy, and innovation while reducing leader burnout and promoting team resilience. However,?retaining some control?is crucial in certain situations, as excessive autonomy may lead to misalignment, mistakes in high-stakes scenarios, or overwhelm for novice teams that require more guidance. The optimal approach is to strike a balance, providing clear direction while cultivating trust and autonomy within the team.?

Here is some guidance to letting go…

Set Clear Expectations - Define outcomes, not processes, to give your team clarity and freedom.

Build Trust Gradually - Start with small tasks and expand autonomy as your team proves their capability.

Focus on Coaching, Not Directing - Provide guidance and feedback rather than dictating steps.

Embrace Discomfort - Growth happens outside your comfort zone, this applies to you and your team.

Adjusting your relationship with control is just the beginning. Achieving sustainable growth, both personally and professionally, requires developing additional skills, establishing an effective operating rhythm, and making key mindset shifts. By unlocking these areas of development, you can pave the way for meaningful progress and long-term success.

I work with clients who recognize they’ve reached their current limits and are ready to unlock their full potential by investing in a coaching partnership. If you feel there’s more you can achieve but aren’t sure how to get there, book a free consultation via the link in my bio, I’d love to help you take the next step.

QUESTION

"What’s one thing you’re holding onto too tightly, and how might letting go unlock new possibilities for you and your team?"

THANKS

For reading this week’s newsletter.

If you have other subjects that you would like to hear about, drop me an email at [email protected]