Some time ago, I was chatting with a leader in their office. Every few minutes, like clockwork, someone came to the door asking for approval on seemingly mundane tasks. I could almost see the leader’s eye starting to twitch! Finally, they burst out, “Why can’t anyone make a decision without me?” This outburst sparked my reflection on leadership dynamics. Leadership is like a scale. Tilt far one way, and you’re micromanaging. Tilt far the other, and your team is lost in the wilderness. And, when the scale is off balance, you’ll suddenly see everyone running to the boss for approval on even the most trivial tasks. If this sounds familiar, your leadership scale might need recalibration. Let’s talk about it, shall we?
1. Constantly Asking for Approval
If your team constantly seeks your approval, you’re facing a bureaucratic nightmare. Start delegating more responsibilities. When someone asks for your approval, ask them, “What’s your take on this?” Then, trust their judgment. If they make a mistake, it’s OK. They’ll learn from it. That’s how you build a great team.
2. Repeated Requests for Guidance
If your team keeps asking you for direction, it’s time to reassess. Chances are, they’re not clueless — they’re just afraid of taking a wrong turn. The solution? When someone asks for direction, toss it back to them. Ask, “Which direction should we take?” It’ll get them thinking. Then, implement regular check-ins to ensure your team feels supported without needing constant direction.
3. Excessive Apologizing
If team members apologize excessively — even for minor issues — you’ve got a problem. They’re anticipating criticism. The fix? Stop being the “Big Bad Boss” and start being a leader who values ideas. Encourage bold thinking. When someone apologizes, interrupt them with a cheerful “No need to be sorry!” Then, redirect the conversation toward a constructive discussion.
4. Defensive Behavior
If your team is always on guard — ready to defend their every action — you’ve got a battleground instead of a workplace. To address this, foster collaboration. Sprinkle some “good job” recognitions around, even for small wins. And let people speak their minds freely — no fear allowed!
5. Constant Proof of Work
If your team is spending more time providing proof of their work than actually working, you’ve got a trust issue. Trust is a two-way street, and it starts with you! Set clear expectations, then get out of the way. Tell your team, “I trust you. Now go and surprise me with what you can do!”
How did you do? Spot any of these signs in your leadership style? If you’re nodding along, it’s time to recalibrate. Your job as a leader isn’t to create an army of yes-people. It’s to cultivate a team of independent thinkers who aren’t afraid to take risks and innovate. By addressing these signs, you can empower your team to think differently and take bold risks. As you recalibrate your leadership approach, keep in mind that progress trumps perfection every single time.
Adeline (Addy) Maissonet is a Procurement Analyst for the Defense Pricing, Contracting, and Acquisition Policy (DPCAP) within the Office of the Secretary of Defense (OSD), U.S. Department of Defense (DoD). She serves as a senior advisor on contracting policies and procedures and the agency’s representative on the Department’s views on proposed legislation to Congressional members, their staff, and committee staffers. Prior to her current role, Addy served as a Division Chief and Contracting Officer with unlimited warrant authority for the U.S. Army Mission and Installation Contracting Command (MICC) – Fort Eustis, Virginia. Addy holds an MBA in Management and Contracting Level III Certification under the Defense Acquisition Workforce Improvement Act. She is a graduate from Cornell University’s Executive Leadership Certificate Program. In her free time, Addy enjoys hiking and overlanding with her family and friends.
Note: The views and opinions expressed in this article are those of the author and do not necessarily reflect the official policy or position of the Department of Defense.
Leave a Reply
You must be logged in to post a comment.